Essay on Pros and Cons of Minimum Wage - 701 Words

Pros and Cons of Minimum Wage The argument for minimum wage has remained remake consistent over the years. Some people are against minimum wage and the other think minimum wage can help you in a certain way. In the midst of the Great Depression, the Unites States federal government passed the Fair Labor Standards Act. The law has been amended almost every year to expand coverage of the wage floor and to increase the wage itself. Many of the fifty states have enacted their own minimum wage laws, some of them set even higher than the federal level. Minimum wage jobs don’t only help adults at hard times it help teenagers and college students. I learned that the proponents for minimum wage believe the raw value of one’s labor to a business†¦show more content†¦It was mentioned the standard capitalist argument against a minimum wage has come under empirical attack lately and it must be said there is no consensus on the matter. The law of minimum wage interferes with the law of comparative advan tage and monopolizes the affected labor markets in favor of the higher-skilled laborers whose labor is worth the higher wage. Some argue that the effect that the minimum wage is merely a huge, hidden tax paid by small minority. On other hand employers chose other methods than simple layoffs to offset the added cost of more expensive workforce. The theoretically include hiring fewer employees in the future not replacing all employees who resign, retire or are fired not making capital expenditures to improve their business raising price on the goods and services they offer and decreasing the number of hours worked per employee. The moral argument against minimum wage is based on the ideas of self-ownership and freedom, grounded in the ethical concrete of self-interest. One of the most interesting things I discovered while researching this topic was the historical nature of the argument. Some empirical studies appear to lend weight to the claim that these laws don’t cause unempl oyment, but they aren’t comprehensive enough to fully gauge theShow MoreRelatedThe Pros And Cons Of Minimum Wage994 Words   |  4 PagesThe idea of the minimum wage is that workers are guaranteed enough money to improve their standard of living. The price of the minimum wage is determined by the state, but a federal minimum wage is set. Some states choose to go above the minimum wage, while others, such as Alabama and Louisiana, choose to not have a minimum wage at all (Root). The minimum wage is important to society, because it can affect many people’s lives. There are many pros and cons to having a minimum wage in the United StatesRead MoreThe Pros And Cons Of The Minimum Wage769 Words   |  4 PagesDid you know minimum wage was $0.25 per hour in 1938? Since then it has raised to a whopping $7.25. Most readers will agree that there is a problem with this current minimum wage, considering the cost of living and salaries, Etc. However, they might not understand the complexity of the issue. In fact, the topic is not simply a question of if the minimum wage should be increased or kept the same, but more of a complex issue involving the different viewpoints on why people agree or disagree. Some reasonsRead MorePros And Cons Of Minimum Wage991 Words   |  4 PagesA minimum wage is the lowest remuneration that employers must legally pay their workers for their services. It is an example of a price floor below which workers may not wish to sell their labour legally. The purpose of minimum wages is to protect workers against low pay. They help ensure an equitable share of profits and a minimum living wage to all who are employed. Minimum wage can also be one element of a policy to overcome poverty and reduce inequality, including those between men and womenRead MorePros And Cons Of The Minimum Wage1620 Words   |  7 PagesIncreasing the federal minimum wage has been a controversial topic around the United States; many people are in favor of rais ing the minimum wage, while others heavily oppose the idea. While everyone is entitled to their own opinion, statistics have shown that the minimum wage is closely correlated to public health, and it shows that this topic is a much bigger and broader picture than simply economics. The federal minimum wage has a history that dates all the way back to 1938, and the strong debatesRead MorePros And Cons Of The Minimum Wage1755 Words   |  8 PagesMinimum Wage: The Pros and Cons Looking back over the last century, minimum wage has been a divisive subject among policy makers and economists in the United States. As far back as 1938 when the Fair Labor Standards Act (FLSA) was first introduced, minimum wage has been a contentious issue. After much judicial opposition, President Franklin D. Roosevelt signed into law a bill which was a landmark in the nation’s social and economic development. The bill banned oppressive child labor, set the minimumRead MoreThe Pros and Cons of Abolishing Minimum Wage954 Words   |  4 PagesAbolishing Minimum Wage Increase, decrease or abolish minimum wage; which is best for our citizens and our economy? Minimum wage was implemented to help unskilled workers to make a living wage but as time goes on the value of minimum wage has plummet. In my research paper I will provide knowledge about minimum wage such as the history, purpose, benefits and the results. I will also present the pros and cons of abolishing the minimum wage and the increase/decrease of minimum. The minimum wage was originallyRead MorePros And Cons Of Raising The Minimum Wage1908 Words   |  8 PagesTai K. Lamar Jennifer Chicosky ENG-111-IN1 07/21/17 Raising the Minimum Wage from $7.25 Can you live off $7.25 an hour? Would you be able to pay all your bills, and have plenty of money left over for food, as well as personal pleasures? Imagine your salary was cut down to a forty-hour work week at the minimum wage salary in your state. Can you save money while on a minimum wage hourly salary? These same questions are on the minds of many Americans that are currently facing these struggles every timeRead MorePros and Cons of Raising a Minimum Wage Essay1126 Words   |  5 PagesMinimum Wage A minimum wage is the lowest hourly wage that employers have to compensate the workers for their service. Currently the federal minimum wage is $7.25 per hour. However, many states also have their own minimum wage laws. In those instances, the employee is entitled to the higher of the two minimum wages. In this paper we will discuss the brief history of the minimum wage law and its current legislation. We will also analyze the pros and cons of raising the minimum wage, and theRead MoreThe Pros And Cons Of Raising The Minimum Wage993 Words   |  4 PagesAlthough it is not a new topic in America, the decision to raise the minimum wage continues to be controversial, especially in the political realm. The political parties still move to block the opposing party from successfully implanting their ideals, causing either nothing to be accomplished or the situation to worsen. Research shows that raising the minimum wage a reasonable amount would lessen the gap between the rich and th e poor, continue to fulfill its original purpose of protecting workersRead MoreEssay on Pros and Cons of Raising the Minimum Wage1156 Words   |  5 PagesPros and Cons of Raising the Minimum Wage When you picture a minimum wage worker, who do you picture? Do you see a sixteen year old, a middle-aged mother, a college graduate, or even a senior citizen worker? In September of 2013, California governor Jerry Brown signed a new bill into act that would cause the California minimum wage to rise from the current $8.00 and hour to $10.00 and hour in increments over the next three years. The minimum wage rate will go up in two separate $1.00 boosts.

Help To Reach Full Potential. One Of Crucet’S Arguments

Help to Reach Full Potential One of Crucet’s arguments in her novel, Make Your Home Among Stranger, states that first generation college students should receive more help than other college students because it will increase their likelihood to pursue graduate from a university and they will have a better future than their family. She discusses the struggles of her main character faces while she attends to school far away from her hometown and her academic struggles. She also conflicts with her self-identity if she has lost her ethnic origin or she is becoming her own identity. I agree with Crucet’s argue that first generation college students should be offered more help in the transition from high school to college school, so they can†¦show more content†¦Molly Bang’s article â€Å"Nine Ways Colleges Should Support Underrepresented Students†, advised â€Å"remind students they are not alone.† If first-generation college students have a sup port system or a mentor, then they are more likely to be comfortable in high school to college transition rather than they feel overwhelmed and stress. However, there is a high chance that they will need financial assistance to pay school, housing, and expenses. I had face financial problems during my first year attending C.S.U.B. (California state university of Bakersfield). I did not have any family members living in Bakersfield, so I did not have the option to live with a family member. Also, I was recruited by the swim team of C.S.U.B. I required to live in the dorms and I did not receive a fund from the swim team; because it was my first year on the swim team. Therefore, I learned independently how to fill in the F.S.F.A. (federal student aid) and it turned out that the grant I received barely covered for tuition, but it did not cover for housing. I had to accept two types of loans, which was subsidized and unsubsidized loans. However, I was still short in paying the full-debt for housing. I would receive notice in my mail from the housing department towards the end of the quarter because the payment was due. My parents did find a way to come up with the money by working longer-hours. I felt guilty that I was attending college and

Surah fatiha free essay sample

Q.1) Present a summary of the case highlighting the main features of the company, situation and Thomas Green’s performance up till now? Q.2) Using the 7 sources of power explain and justify which power sources Shannon McDonald, Frank Davis and Thomas green are exerting on each other and why? Q.3) By utilizing the 9 power tactics explain and justify which power tactics currently Frank Davis is using on Thomas Green to influence him and which power tactics currently Thomas Green is using to influence Frank Davis and Shannon McDonald? In your opinion, which power tactics Thomas Green should use to exert control over both Frank Davis and Shannon McDonald? Q.4) According to the positive view of politics which out of the 3 positive political behaviors Thomas Green is using and which ones he is currently lagging behind? Q.5) Which unethical political behaviors are currently being used by Thomas Green, Frank Davis and Shannon McDonald? Explain and justify? Are these unethical political behaviors effective for each one of them? Why or why not? Q.6) Considering the organizational and individual causes of political behavior, which individual and which out of the organizational factors are promoting politics in the organization? Explain and Justify with reference to the case. Q.7) Has Thomas Green used networking tactic to be effective in this organization? Recommend to Thomas green how can he utilize the networking process to help him improve his performance in the current position and improve his relations with his immediate boss? Q.8) What are the possible underlying agendas of Frank Davis and Shannon McDonald?

What Causes Indisplines in Orgazation Essay Example

What Causes Indisplines in Orgazation Essay Indiscipline lies in non-cooperation, and non-cooperation is the result of the faulty attitudes and behavior of the management or the leaders in the organization. | The statement that â€Å"discipline is what the leaders make it† is the observation of Henry Fayol on faults and lapses. Even where indiscipline results form the faulty attitudes and behavior of the subordinates, the responsibility lies with the management because it provides the leaders to guide the subordinates.The common causes of indiscipline in an organisation may be stated as follows:   1. Lack of Effective Leadership: Effective leadership is a must for maintaining the discipline, which means to seek cooperation of the followers (subordinates) to achieve the desired objectives. In India, effective leadership could not be provided either by the management or by the trade unions which caused indiscipline in the industries. 2. Varying Disciplinary Measures: Consistent disciplinary actions must be there in the organisation to provide equal justice to all concerned.At different times and for everyone, the same standard of disciplinary measures should be taken otherwise it may give rise to growing indiscipline in the industry in future i. e. , the judicious function on the past of management must be free form may bias, privilege or favouritism. 3. Defective Supervision: Supervisor is the immediate boss of the workers and many disciplinary problems have their in faulty supervision. The attitude and behavior of the supervisor may create many problems.As the maintenance of the discipline is the discipline is the core f supervisory responsibilities, indiscipline may spring from the want of the right type of supervision. 4. Lack of well-defined Code of Conduct: There must be a code of discipline in every organisation enlisting sufficient rules regulations or customary practices for the guidance and information of all employees. Such code should be communicated to all concerned in a clear and sim ple language so as to be followed by the concerned in a clear and simple language so as to be followed by the concerned parties in its true spirit.To be effective, the code should be adopted by the joint consultation of managers and the subordinates. In the absence of a well defined code of discipline, the disciplinary actions emanate form personal whims and temperaments which create indiscipline. 5. Divide and Rule Policy: Many mangers in the business obtain secret information about other employees through their trusted assistants. The spying on employees is only productive of a vicious atmosphere and of undesirable in the organization. Henry Fayol has rightly pointed out that dividing enemy forces to weaken them is clever, but dividing ones own team is grave sin against the business.No amount of management skill is necessary for dividing personnel, but integrating personnel into a team is the challenging task of sound management. 6. Deferring settlement of Employee Grievances: The employee grievances cannot be put off by deferring or neglecting their solutions. The grievances should properly be inquired into and settled by the managers in a reasonable period. Neglect of grievances often results in reduced performance, low morale and indiscipline among the employees. Strikes and work stoppages stem in many cases form the utter neglect of employee grievances. . Mis-judgment in Promotion and Placements: Mis-judgment in personnel matters like promotion and placements contribute to the growth of indiscipline in an enterprise. Cases of mis-judgment are carefully noted, widely circulated, and hotly debated by the employees. Expecting discipline from misruled people is not possible. Sometimes, undesired persons are placed on the jobs which makes the employees discontented, then giving rise to the problem of indiscipline. 8. Inadequate Attention to Personal Problems: Actions or reactions of people are the direct out come of their attitudes.Attitudes influence human b eings and their activities. Discipline is the by-product of these attitudes and the attitudes in turn, is determined by the personal problems of employees. In order to maintain the discipline, understanding of the personal problems and individual difficulties as well as counsellings with employees, is necessary. Inadequate attention to the personal problems, thus, gives rise to indiscipline. 9. Victimization and Excessive Pressures: Sometimes the manager or the supervisor develops ill-feelings in him about some persons and victimises them in his own way.It contributes to indiscipline. Moreover, the supervisor puts excessive pressure of wok on the employees under his strict control which they feel suffocative. It may result in indiscipline. 10. Other Causes: There may be certain other causes of indiscipline among the workers. Economical, social and political factors may influence the disciplinary problem in the organisation because industry is a part of the social and political syste m of the country. Political leaders very often use the work force for their own political interests. The general social environment also influence the workers disciplinary problem.Thus, there are certain external factors which contribute to the be industrial indiscipline. | Free MBA resources: online Notes 1, 18 Major Causes of Indiscipline among the Employees of Your Organization By Varun Naik Indiscipline means disorderliness, insubordination and not following the rules and regulations of an organization. It is very difficult to prepare an exhaustive list of the reasons which lead employees to indiscipline: In fact, a number of social, economic, cultural and political reasons contribute to indiscipline in an organization.In an organization the parties responsible for indiscipline are workers and their unions and the management. Politicized trade union leadership in India encourages and instigates indiscipline. Intra-union rivalry and inter-union rivalry are also major causes of in discipline. Similarly, management tactics like deliberate delay in discipline procedure, concealed penalties such as transfer to an inconvenient place at a short notice, maintenance of confidential reports etc. , are responsible for indiscipline. C. B. Mamoria nd S. V Gankarhave stated the major causes of indiscipline. Causes 1. Non-placement of the right person on the right job which is suitable for his qualifications, experience and training. 2. Undesirable behaviour of senior officials, who may have set a pattern of behaviour which they expect their subordinates to follow; but their expectations are often belied, and an infringement of rules follows; 3. Faulty evaluations of persons and situations by executives lead to favouritism, which generates indisciplined behaviour; 4.Lack of upward communication, as a result of which the thoughts, feelings and reactions of employees cannot be conveyed to the top management. This may lead to aggressive or rebellious behaviour; 5. Leadership which is weak, flexible, incompetent and distrustful of subordinates is often an instrument which makes for the creation of indiscipline among the employees, particularly when a decision is taken in haste and withdrawn under pressure; 6.Defective supervision and an absence of good supervisors who know good techniques, who are in a position to appreciate critically the efforts of their subordinates, who can listen patiently to them, who are capable of giving definite and specific instructions, and who believe in correcting their men rather than in uprooting them; 7. Lack of properly drawn rules and regulations, or the existence of rules and regulations which are so impracticable that they cannot be observed; and the absence of service manuals and a code of behaviour; 8.The â€Å"divide and rule† policy of the management, as a result of which friction and misunderstanding are created among the employees which destroy the team spirit; 9. Illiteracy and low intellectual level of workers as well as their social background; for example, there may be indebtedness, drinking habits, casteism and other social evils from which an employee may suffer; 10. Worker’s reactions to the rigidity and multiplicity of rules and their improper interpretation; 11. Workers. personal problems, their fears, apprehensions, hopes and aspirations; and their lack of confidence in, and their inability to adjust with, their superiors and equals; 12. Intolerably bad working conditions; 13. Inborn tendencies to flout rules; 14. Absence of enlightened, sympathetic and scientific management; 15. Errors of judgment on the part of the supervisor or top management; 16. Discrimination based on caste, colour, creed, sex, language and place in matters of selection, promotion, transfer, placement and discrimination in imposing penalties and handing out rewards; 17.Undesirable management practices, policies and activities aiming at the control of workers; e. g. : employment of spies, undu e harassment of workers with a view to creating a fear complex among them, and the autocratic attitude of supervisors towards their subordinates; 18. Improper co-ordination, delegation of authority and fixing of responsibility; and Physiological and sociological reasons, including misunderstanding, rivalry and distrust among workers and supervisors, an absence of fellow-feeling, a widespread sense of injustice or apathy on the part of the management.From the above comprehensive list of the causes of indiscipline, it is mostly noncooperation that results in indiscipline. Various factors like social, economic, political and cultural issues also play a significant role in causing indiscipline. Henry Fayol observed that, â€Å"discipline is what the leaders make it†. Many times indiscipline is due to managerial faults, lapses, thoughtless words, and deeds and poor management Witten by Varun Naik on ShareYourEssays. com What Causes Indisplines in Orgazation Essay Example What Causes Indisplines in Orgazation Essay Indiscipline lies in non-cooperation, and non-cooperation is the result of the faulty attitudes and behavior of the management or the leaders in the organization. | The statement that â€Å"discipline is what the leaders make it† is the observation of Henry Fayol on faults and lapses. Even where indiscipline results form the faulty attitudes and behavior of the subordinates, the responsibility lies with the management because it provides the leaders to guide the subordinates.The common causes of indiscipline in an organisation may be stated as follows:   1. Lack of Effective Leadership: Effective leadership is a must for maintaining the discipline, which means to seek cooperation of the followers (subordinates) to achieve the desired objectives. In India, effective leadership could not be provided either by the management or by the trade unions which caused indiscipline in the industries. 2. Varying Disciplinary Measures: Consistent disciplinary actions must be there in the organisation to provide equal justice to all concerned.At different times and for everyone, the same standard of disciplinary measures should be taken otherwise it may give rise to growing indiscipline in the industry in future i. e. , the judicious function on the past of management must be free form may bias, privilege or favouritism. 3. Defective Supervision: Supervisor is the immediate boss of the workers and many disciplinary problems have their in faulty supervision. The attitude and behavior of the supervisor may create many problems.As the maintenance of the discipline is the discipline is the core f supervisory responsibilities, indiscipline may spring from the want of the right type of supervision. 4. Lack of well-defined Code of Conduct: There must be a code of discipline in every organisation enlisting sufficient rules regulations or customary practices for the guidance and information of all employees. Such code should be communicated to all concerned in a clear and sim ple language so as to be followed by the concerned in a clear and simple language so as to be followed by the concerned parties in its true spirit.To be effective, the code should be adopted by the joint consultation of managers and the subordinates. In the absence of a well defined code of discipline, the disciplinary actions emanate form personal whims and temperaments which create indiscipline. 5. Divide and Rule Policy: Many mangers in the business obtain secret information about other employees through their trusted assistants. The spying on employees is only productive of a vicious atmosphere and of undesirable in the organization. Henry Fayol has rightly pointed out that dividing enemy forces to weaken them is clever, but dividing ones own team is grave sin against the business.No amount of management skill is necessary for dividing personnel, but integrating personnel into a team is the challenging task of sound management. 6. Deferring settlement of Employee Grievances: The employee grievances cannot be put off by deferring or neglecting their solutions. The grievances should properly be inquired into and settled by the managers in a reasonable period. Neglect of grievances often results in reduced performance, low morale and indiscipline among the employees. Strikes and work stoppages stem in many cases form the utter neglect of employee grievances. . Mis-judgment in Promotion and Placements: Mis-judgment in personnel matters like promotion and placements contribute to the growth of indiscipline in an enterprise. Cases of mis-judgment are carefully noted, widely circulated, and hotly debated by the employees. Expecting discipline from misruled people is not possible. Sometimes, undesired persons are placed on the jobs which makes the employees discontented, then giving rise to the problem of indiscipline. 8. Inadequate Attention to Personal Problems: Actions or reactions of people are the direct out come of their attitudes.Attitudes influence human b eings and their activities. Discipline is the by-product of these attitudes and the attitudes in turn, is determined by the personal problems of employees. In order to maintain the discipline, understanding of the personal problems and individual difficulties as well as counsellings with employees, is necessary. Inadequate attention to the personal problems, thus, gives rise to indiscipline. 9. Victimization and Excessive Pressures: Sometimes the manager or the supervisor develops ill-feelings in him about some persons and victimises them in his own way.It contributes to indiscipline. Moreover, the supervisor puts excessive pressure of wok on the employees under his strict control which they feel suffocative. It may result in indiscipline. 10. Other Causes: There may be certain other causes of indiscipline among the workers. Economical, social and political factors may influence the disciplinary problem in the organisation because industry is a part of the social and political syste m of the country. Political leaders very often use the work force for their own political interests. The general social environment also influence the workers disciplinary problem.Thus, there are certain external factors which contribute to the be industrial indiscipline. | Free MBA resources: online Notes 1, 18 Major Causes of Indiscipline among the Employees of Your Organization By Varun Naik Indiscipline means disorderliness, insubordination and not following the rules and regulations of an organization. It is very difficult to prepare an exhaustive list of the reasons which lead employees to indiscipline: In fact, a number of social, economic, cultural and political reasons contribute to indiscipline in an organization.In an organization the parties responsible for indiscipline are workers and their unions and the management. Politicized trade union leadership in India encourages and instigates indiscipline. Intra-union rivalry and inter-union rivalry are also major causes of in discipline. Similarly, management tactics like deliberate delay in discipline procedure, concealed penalties such as transfer to an inconvenient place at a short notice, maintenance of confidential reports etc. , are responsible for indiscipline. C. B. Mamoria nd S. V Gankarhave stated the major causes of indiscipline. Causes 1. Non-placement of the right person on the right job which is suitable for his qualifications, experience and training. 2. Undesirable behaviour of senior officials, who may have set a pattern of behaviour which they expect their subordinates to follow; but their expectations are often belied, and an infringement of rules follows; 3. Faulty evaluations of persons and situations by executives lead to favouritism, which generates indisciplined behaviour; 4.Lack of upward communication, as a result of which the thoughts, feelings and reactions of employees cannot be conveyed to the top management. This may lead to aggressive or rebellious behaviour; 5. Leadership which is weak, flexible, incompetent and distrustful of subordinates is often an instrument which makes for the creation of indiscipline among the employees, particularly when a decision is taken in haste and withdrawn under pressure; 6.Defective supervision and an absence of good supervisors who know good techniques, who are in a position to appreciate critically the efforts of their subordinates, who can listen patiently to them, who are capable of giving definite and specific instructions, and who believe in correcting their men rather than in uprooting them; 7. Lack of properly drawn rules and regulations, or the existence of rules and regulations which are so impracticable that they cannot be observed; and the absence of service manuals and a code of behaviour; 8.The â€Å"divide and rule† policy of the management, as a result of which friction and misunderstanding are created among the employees which destroy the team spirit; 9. Illiteracy and low intellectual level of workers as well as their social background; for example, there may be indebtedness, drinking habits, casteism and other social evils from which an employee may suffer; 10. Worker’s reactions to the rigidity and multiplicity of rules and their improper interpretation; 11. Workers. personal problems, their fears, apprehensions, hopes and aspirations; and their lack of confidence in, and their inability to adjust with, their superiors and equals; 12. Intolerably bad working conditions; 13. Inborn tendencies to flout rules; 14. Absence of enlightened, sympathetic and scientific management; 15. Errors of judgment on the part of the supervisor or top management; 16. Discrimination based on caste, colour, creed, sex, language and place in matters of selection, promotion, transfer, placement and discrimination in imposing penalties and handing out rewards; 17.Undesirable management practices, policies and activities aiming at the control of workers; e. g. : employment of spies, undu e harassment of workers with a view to creating a fear complex among them, and the autocratic attitude of supervisors towards their subordinates; 18. Improper co-ordination, delegation of authority and fixing of responsibility; and Physiological and sociological reasons, including misunderstanding, rivalry and distrust among workers and supervisors, an absence of fellow-feeling, a widespread sense of injustice or apathy on the part of the management.From the above comprehensive list of the causes of indiscipline, it is mostly noncooperation that results in indiscipline. Various factors like social, economic, political and cultural issues also play a significant role in causing indiscipline. Henry Fayol observed that, â€Å"discipline is what the leaders make it†. Many times indiscipline is due to managerial faults, lapses, thoughtless words, and deeds and poor management Witten by Varun Naik on ShareYourEssays. com