When writing an argument, it is always helpful to observe whether others argue effectively or ineffectively depending on their reasoning. The Toulmin method of analysis, based on the philosopher Stephen Toulmin, is a way to analyzing a written argumentative piece, with a deeper thinking responding to that particular argument and give a better understanding of the explanation given. In the excerpt Raise Wages, Not Walls the argument being discussed is that building walls won't approach the problem of illegal immigration correctly, because there are always ways around it or loopholes, but to instead raise minimum wages and reduce low paying jobs. So why waste the money and labor on building ineffective walls, when there is another solution to better the problem with illegal immigration in this country. The general idea or claim of this argumentative piece is that building a wall in order for the immigrants not to get through has a lot of flaws and won't work as the Congress think it would.
Paying an “invisible worker” in cash lowers the cost of that worker by at least 20 percent.” (Schlosser 83) After knowing employers commit these infractions, they may even falsify numbers or hours worked in order to avoid paying any overtime hours. Not only are they violating rules but also they are breaking laws. This is when laws should be enforced to put an end to any abusiveness caused by employers. Employers, who do not pay their workers what they deserve, should be persecuted for theft. Illegal workers should find assistance instead of feeling helpless by letting themselves being grossly taken advantage
Future uncertainty, and habit changes trigger individual resistance. Although resistance to change cannot be com-pletely eliminated, it can be significantly reduced. The individuals within the organi-zation and their needs and beliefs must be accounted for. It’s imperative to communi-cate to individuals how they will benefit from the change, in order to build ac-ceptance. In addition to organizational executives with prestige, unofficial leaders (people who can influence) and middle managers must be recruited into the change process.
Consequences of non-compliance tribunal An employer who, fails to record a material fact, such as, correct or exact reason for a dismissal, might be find that a tribunal will considers this an unreasonable failure to follow the code. The reason is, if important information is wrong, succeeding processes that are based on it can be incorrect. Hinder organisation’s reputation A company's reputation is one of its biggest and most important assets in business and for organisation. After public relations disaster, the reputation of an organisation has worked carefully to build so all of it can easily be destroyed. 2.2 Explain how contracts of employment are established Contract of Employment • Contracts are formed through an offer and acceptance.
Why don't all employers treat their employees as well Costco does? Other retailers differ in treating employees when compare to Costco because • There is no equity in pay scale for example entry level employees are paid with minimum pay of around while top managers are paid abnormally high. • Profits or revenues gained by organization is credited to top level managers rather than full time employees. • Implementing health insurance and retirement plans to all employees will cause financial burden to organization. • Not recognizing the economic impact and burden caused by employee turnover to the organization.
Issue Presented: The use of rational choice theory, as well as labeling theory in regards to decision making and assisting in developing departmental policy. Short Answer: The ability to enforce stricter rules will change the thought process of offender before committing a crime or rule violation, along with making them productive members of society through re-entry will lift the label off of them. Statement of Facts: The use of rational choice theory can be used to help determine what offenders thought process maybe during the commitment of violating facility rules. This is often considered “risk vs reward.” (SNHU, 2018)According to the book Criminological Theories it states “rationality is the decision-making process of determining the
Another option would be to take them to court claiming promissory estoppel. Furthermore, claim that due to a promise that the manager was depending on, that the defendant failed to keep, the company lost money and profits and should be held responsible even if the promisor claims that it should not be legal (“Promissory Estoppel,” 2010). Either one of these options the store would prevail on due to the nature of the contract and that it was for the transfer of good from Mr. Stevens to the
If there is ample cause and proof to believe one as a victim of discrimination at workplace, the investigatory agency (state level or EEOC) would definitely pitch in to correct the wrong and thereby save many more from facing the same troubles in future ahead. Find assistance – fight discrimination in the workplace: There are significant impacts of proven discriminatory acts on an employer. Often the legal consequences of proven charges for discrimination in the workplace comes in the form of penalties and/or fines imposed by the responsible governmental agencies authorized to monitor and prevent such actions. In addition to that, depending on the exact circumstances, an employer may face civil lawsuits filed by the wronged employee(s). Apart from the financial damages to the business, public knowledge of such events in a company affects its reputation considerably, often bringing down the sales and patronage in turn.
For instance, some claim following the utilitarian theory one could disregard fairness. Examples for this are Kaplow and Shavell. In their book they try to prove fairness is an irrational desire by showing how imposing an unfair rule would affect society. They claim that if we factor the various costs and moral hazards we would still be better off with the unfair rule than with the fair one. What they fail to realize is, however, in a case where “welfarism” correlates with money, the fact they proved that by imposing unfairness, our society is “better off” financially is redundant.
The psychological contract develops and evolves constantly based on communication, or lack thereof, between the employee and the employer. Promises over promotion or salary increases, for example, may form part of the psychological contract. Managing expectations is a key behaviour for employers so that they do not accidentally give employees the wrong perception of action which then does not materialise. Employees should also manage expectations so that, for example, difficult situations or adverse personal circumstances that affect productivity are not seen by management as deviant. Perceived breaches of the psychological contract can severely damage the relationship between employer and employee, leading to disengagement, reduced productivity and in some cases workplace deviance.