I will pay for the following essay Economics of Organisation. The essay is to be 15 pages with three to five sources, with in-text citations and a reference page.

It MUST NOT exceed 4,000 words excluding references.

Assignments: Students should submit at least one practice essay and problem solution based on the class topics, the mock exam paper or previous exam papers in addition to the coursework assessment. This should be handed to Dr Martin Hoskins for assessment before the end of the Christmas vacation. Assessments submitted after this date will not be marked.

The assessment, which contributes 30% of the module mark, should be submitted to the ‘Reception’ before the end of the week after the Christmas vacation. It MUST NOT exceed 4,000 words excluding references.

Remember to include your name or student number, degree group and the module name and number. Make clear reference to material, including websites, which you use. You will be required to sign a ‘No plagiarism’ declaration.

•What are the problems that face the owners of firms in designing incentive pay schemes when work effort cannot be directly monitored? What evidence is there that these schemes are successful? How can incentive schemes provide the ‘wrong’ incentives?

•By referring to examples of corporate failure assess the importance of the principal-agent problem in explaining failures of corporate governance? How can regulatory reform such as the ‘Sarbanes – Oxley’ legislation and recent changes in bank regulations mitigate the ‘principal- agent’ problem?

This section will discuss the problems posed by the separation of ownership from control. It will consider the problems of managing and controlling complex organisations where information is imperfect, contracts incomplete and there are opportunities, and incentives, to engage in ‘opportunistic behaviour’.

This section will consider the theory of the firm as it is presented in standard economic analysis. The simplest kinds of neoclassical firm maximise

 

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I will pay for the following essay Employment Law. The essay is to be 6 pages with three to five sources, with in-text citations and a reference page.

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Also, the judiciary seems to have laid its focus on the substance of the relationship rather than its form for its characterisation in law. Thus, a mutuality of obligation, together with elements of control, is usually seen as a prerequisite for a contract of employment to exist.

However, it is important to understand that all employees are workers but not all workers are employees. There are two main definitions of the term ‘worker’ currently in use and both of them put within their ambit individuals who work/seek to work under either a contract of employment or any other contract providing for personal obligation towards another party. In other words, a worker is anyone, who works for another person (not necessarily under a contract for employment) other than in a professional or business relationship. Thus the different types of workers are as classified by law, and this is bound to have implications for employment rights. This is because. employment rights and responsibilities are based on employment status, and certain rights and responsibility apply only to ‘employees’ rather than ‘workers’. The trend however, seems to be to widen the scope of law by extending legal rights to ‘workers’ and removing differentiation between the two terms.

9 It is fundamental to employment law that one is able to identify the relationship, whether it be that of an employee or worker or self employment or of an increasingly new variety of relationships that are coming up in the contract of employment.10 This is so, because while the legal arrangements involved could be of mutual satisfaction to the parties involved, it might not be well defined, thus making it difficult to categorise for legal analysis.11 Thus, it becomes necessary to analyse the various work relationships, under which it is possible to undertake work and the means through which they can be distinguished in law. These relationships under which, it is possible to undertake work include: I. Employees: The term ‘employee’ is defined in S. 230, ERA.12 The primary requirement is a contract of employment. However, to determine the existence of an employee-employer relationship, it is necessary to look at the control test, organizational test and the mutuality of obligations, along with an obligation of personal service.13 II. Directors: Directors are officers of the company. However, there is nothing to prevent directors from being employees. They can be employees, provided they have a service contract with the company, either express or implied.14 Besides, it is also important to look at the work conditions, mode of remuneration, and other legal requirements.15 However, it would be necessary to note on whether there has been use of the corporate veil to gain undue advantage, and if that has been done, to disallow the status of an employee.16 Thus, the status of a majoring shareholder or a director as an employee is affected, only if the employment contract is a sham.17 III. Business Consultants: It is seen that people who work in an advisory capacity are not always, strictly speaking, employees. Instead, they fall under the term ‘retainers’.18However, depending on the factual and legal arrangements made, a business consultant can be classified as an employee.19 IV. Office Holders: While an employment contract was a requisite to the work described above, a special category exists, who are not employed by virtue of contract of employment, and are known as office holders.

 

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I will pay for the following essay Employee relation. The essay is to be 3 pages with three to five sources, with in-text citations and a reference page.

A smaller survey done in the UK found 27 per cent HR professionals following the practice and a discrepancy in the popularity of the practice between media and finance industries, and retailers and charities (Peacock 2008). No legislation restrains HRM from considering the applicants’ information displayed on their Facebook profiles in order to reach recruitment decisions.

Use of social networks for recruitment decisions poses certain issues. Firstly, there is concern over privacy of the candidates and establishment of limits on the employers’ interest in the job applicants’ private lives. Such vetting processes can be interpreted as invasion in the privacy of the job applicants (Peacock 2008) given job applicants do not scrutinize their posts and shared material on social media with an intention of having them reviewed by the prospective employers. Secondly, use of social media to reach recruitment decisions makes the employers vulnerable to the charges of discrimination (Lynas 2007) as the rejected employees might feel that they have been rejected because the employer did not approve of their race, ethnicity, religion, sexual orientation, or political views. This imparts a need for the employers to act responsibly and self-regulate in order to comply with the employment legislation.

Retrieving information from job applicants’ Facebook profiles to reach recruitment decisions has negative connotations on employer-employee relationship. Employees are often unaware that employers are checking their social networking profiles as part of the screening process. Employers do so in order to find traces or evidence for what to them is inappropriate social behavior in the job applicants’ Facebook profiles. Laws guarding people against discrimination on the basis of race, age, sex, religion, sexual orientation, and other variables commence at the recruitment stage. An

 

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I will pay for the following essay Employee Motivation. The essay is to be 6 pages with three to five sources, with in-text citations and a reference page.

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However, in the event of a major organisational or operational change in an organisation, the administration or management should inform the staffs in advance which gives makes the employees feel more indulged and appreciated part of the organisation.

Different organisations have different ways of motivating their labour force. Most frequently, rewards are given depending on the factors of operation and results. Many employees think of motivation as monetary reward. According to Jan-christoph &amp. Koen (2005), monetary motivation does not provide the required concentration among the human resources. Taking all matters into consideration, employee motivation should be a strategy used by companies to increase the levels of production and operations.

Any form of a major change in an organisation should be a cause to worry. This is because the reaction of the employees is unpredictable (Schermerhorn, James &amp. Richard, 2004). A good number of employees do not feel comfortable when embracing change especially when it is an operational change. They perceive it to be a new internship procedure in a familiar environment. However, change in an organisation is an important factor to consider. The change is not the crucial factor of concern, but how employee will embrace the change in the organisation. In modern day business environment change is important as much as human resource is. As much implementing change is vital in an organisation the tools of operation in these case employees need to be considered (Bruno &amp. Margit, 2002). With a proper approach it is easy to effect change in organisations. Effective discussions with the head of HR can lead to the best solution when employees are concerned. Additionally, training should be provided to familiarise the staffs on the new operation methods. If the employees will be required to do more complicate duties and their operation level increase, the organisation must consider a proper and efficient reward system. In words of Sharlyn (2005) with an efficient training and reward system implementing change in companies should not be a difficult step as far as human resource is concerned. It is an obvious assumption that productivity levels go hand in hand with employee motivation levels. The organisation’s productivity level can be maximised if motivation levels among employees are also maximised (Aidan, 2008). Future operations structure should consider employees need. These needs include social needs, financial needs, psychological needs, safety needs, esteem needs and self actualisation. The satisfaction of these needs will lead to definite employee motivation. If the organisation is dedicated to fulfil these needs the employees will feel obligated to dedicate to flourish the productivity of the organisation. Self actualisation means the ability of an employee to reach his full potential by working and increase his abilities (Cable &amp. Parsons, 2001). The operation structure should be in way it puts the employee full potential in activities. Additionally, the operations should not undermine the capabilities of the employee. An employee working in full potential is likely to be dedicated to his work more than employee who does not exploit his full potential. Safety need require assurance of good health and treatment in case of accident during operations (Geoff &amp. Jan, 2000).

 

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I will pay for the following essay Employability and Personal Development. The essay is to be 8 pages with three to five sources, with in-text citations and a reference page.

Technological advances, multi-education programs, highly dynamic business environments and human mind-set have caused significant changes in the job-market over the last few decades. When it comes to the present day job-market, modern and traditional career makes greater differences, for instance, women generally tend to choose traditional career opportunities than the other, although they too embrace modern jobs in greater numbers. Modern career spans various jobs like skilled trading, services, professional and technical career etc.

Modern jobs seem to be more challenging and better paying opportunities than the traditional careers. Technical or professional careers require higher qualifications and specialized skills whereas traditional careers are ordinary stereo-typed jobs that do not require such qualifications and skills.

Modern jobs are more paying than traditional ones due to that traditional jobs are easy to perform and are requiring less skills and qualifications. As there are major differences between modern and traditional careers in respect to the skills, qualifications, knowledge and experience required for each, matter of interest and job satisfaction also become significant factors. For example, people seem to enjoy more satisfaction from skilled trading or technical jobs due to that it is more paying and more dignified jobs than the traditional ones. In these days, modern jobs are preferred by women and this trend has been increasing tremendously in many countries. It is not unusual to see females in many skilled trading, technical and professional careers like nursing, managing, sportscaster etc.

The career being chosen must be one that gives satisfaction so that it may not be a burden throughout one’s life. I consider modern career to be approached and I feel that modern careers are challenges. There can be many formal job-seeking steps to be followed like meeting

 

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