Management Essay Example | Topics and Well Written Essays - 1500 words - 4

Management - Essay Example The bank offers a wide range of banking services responding to the needs of individuals, businesses and corporations. The bank is going to enter the Brazilian market. A branch of the firm will open in Brazil. The relevant project will be completed by the end of the year. The employees will be mainly nationals who will be appropriately trained by Australians on the bank’s services and products. The aim of the organization is to continuously develop its customer relationships and its employee relationships (Westpac 2011). Moreover, the bank aims to ‘be a leader in the community’ (Westpac 2011). Current report aims to present the issues that managers in Westpac should take into consideration before the bank enters the Brazilian market. The Hofstede’s Cultural Dimensions model and a SWOT analysis have been employed for presenting the characteristics of the environment in which the specific initiative will be attempted. 2.0 Political Environment 2.1 Government s tability The current president of Brazil, Dilma Rousseff, has been the first woman president in Brazil ever. The last elections were held in October 2010. The country is characterized by political stability. During the presidency of the country’s previous president, President Lula, the quality of life of people in Brazil was improved (BBC News 2011). 2.2 Government and contribution The country’s government tries to keep good relations with other states; recently an agreement was developed between Brazil and Germany for the promotion of bilateral partnership and innovation (Federative Republic of Brazil 2011). The last years the Brazilian government tries to improve the quality of life of people and the limitation of poverty (BBC News 2011). 2.3 Analysis Local authorities will provide to Westpac the necessary support, a fact critical for the successful entrance of the bank in the Brazilian market. 3.0 Legal Environment 3.1 Regulatory framework The most important legisla tive text of the country is the Constitution. At the next level, supplementary laws have the power to regulate important issues; ordinary and delegated laws follow these laws. At the bottom of the hierarchy of laws in Brazil are the legislative decrees (Brazil Government 2011). 3.2 Business laws The Constitution of the country is used, along with the Taxation law, as described above, for regulating business activities across Brazil. The new Civil Code Law 10.406 is the main legislative text regulating the activities of businesses in Brazil (Nogueira 2004). The Law No. 9279/ 1996 is also used in cases that conflicts appear on Industrial property (Brazil Government 2011). 3.3 Labour laws The key legal texts regulating the labor in Brazil is the Federal Constitution of 1988 along with the Consolidation of Labor Laws (C.L.T.) (Brazil Government 2011). 3.4 Taxation laws Taxation in Brazil is regulated by the Federal Constitution (Title VI); additionally, the Law 5.172 (National Tax Code) is applied for any potential issue, which is not regulated by the Constitution (Brazil Governmen

Education - Africa Essay Example for Free

Education Africa Essay Introduction In this essay I will discuss all the situational factors that formed the basis of the reforms during the era of education reform from 1976-1994 in South Africa. The essay will critically discuss factors in detail regarding pre 1994 education. I will then give a conclusion on all the factors that influenced the educational reforms. The Soweto uprising in 1979 In 1979 there was a huge riot against the education act. The riot was about creating equal learning opportunities for everybody, black and coloured people rioted in the streets of Johannesburg because they were tired of being oppressed. While this was going on teachers lost the will to teach and learners lost the will to learn. Erosion of the culture of learning and teaching (C. O. L. T) Schools were closed, destroyed and sometimes even burnt down because of the inequalities of learning during this era. This made it very hard for students of â€Å"colour† to learn. Thus putting education for people of â€Å"colour† in a deep crisis. Students were upset with three major issues: the standard of education, the quality of teaching and finally the poor state of school buildings and equipment. These three issues made students not want to attend school and was a main cause to the Soweto uprising in 1976. The De Lange commission The De Lange commission was introduced in order to create a better education system, for example creating equal education opportunities for everybody. These were some of their suggestions: education must improve quality of life, must promote economic growth and education should be equal and available to every student regardless of their colour. The De Lange commission was considered by the HSRC and eleven points from the commission were put into place. The 1994 democratic elections In 1994 the first democratic elections took place, this is the first time that everybody was seen as equal, with equal rights and learning opportunities. People were also given the freedom to pick which languages they wanted to learn in, as well as have a choice on subjects they learnt. People were also given freedom of choice in other areas not only education and some of these choices are: freedom to vote, freedom to live where they want, freedom to marry between races and International sanctions, against South Africa, in sport and economics were lifted. Differences in schooling between the four different race groups Along almost any dimension of comparison, there have been, and are glaring inequalities between the four schooling systems in South Africa. This applies to teacher qualifications, teacher-pupil ratios, per capita funding, buildings, equipment, facilities, books, stationery and also to ‘results’ measured in terms of the proportions and levels of certificates awarded. Along these dimensions, â€Å"White’ schools are far better off than any of the others, and ‘Indian’ and ‘Coloured’ schools are better off than those for ‘Africans’. Schooling is compulsory for ‘Whites’, ‘Indians’ and ‘Coloureds’ but not for ‘Africans’. Which created unequal opportunities when it came to job opportunities. Curriculum during the apartheid era Curriculum development in South African education during the period of apartheid was controlled tightly from the centre. While theoretically, at least, each separate department had its own curriculum development and protocols, in reality curriculum formation in South Africa was dominated by committees attached to the white House of Assembly. So prescriptive was this system, controlled on the one hand by a network of inspectors and subject advisors and on the other hand by several generations of poorly qualified teachers, that had authority, controlled learning, and corporal punishment were the rule. These conditions were exacerbated in the impoverished environments of schools for children of colour. Examination criteria and procedures were instrumental in promoting the political perspectives of those in power and allowed teachers very little latitude to determine standards or to interpret the work of their students. The Bantu education act  The Bantu Education Act (No. 47) of 1953 widened the gaps in educational opportunities for different racial groups. The concept of racial purity, in particular, provided a rationalization for keeping black education inferior. Verwoerd, then minister of native affairs, said black Africans should be educated for their opportunities in life, and that there was no place for them above the level of certain forms of labour. The government also tightened its control over religious high schools by eliminating almost all financial aid, forcing many churches to sell their schools to the government or close them entirely. Christian national education(C. N. E) Christian National Education supported the NP program of apartheid by calling on educators to reinforce cultural diversity and to rely on mother-tongue instruction in the first years of primary school. This philosophy also exposed the idea that a persons social responsibilities and political opportunities are defined by that persons ethnic identity. The government also gave strong management control to the school boards, who were elected by the parents in each district. Official attitudes toward African education were paternalistic, based on segregation. Black education was not supposed to drain government resources away from white education. The number of schools for blacks increased during the 1960s, but their curriculum was designed to prepare children for menial jobs. Per-capita government spending on black education slipped to one-tenth of spending on whites in the 1970s. Black schools had inferior facilities, teachers, and textbooks. Conclusion In conclusion to the above essay there were many problems such as; Christian national education(C.N. E), The Bantu education act, Curriculum during the apartheid era, Differences in schooling between the four different race groups, The 1994 democratic elections, The De Lange commission, Erosion of the culture of learning and teaching (C. O. L. T)and The Soweto uprising in 1979. In all these situational factors that formed the basis of the reforms during the era of education reform from 1976-1994 in South Africa, the 1994 democratic elections were put in place so that everyone had equal opportunity at everything; it was the main â€Å"turn around† point after the period of 1976-1994. I have discussed some of them in detail so that you can get a better understanding of the reforms that took place during the period of 1976-1994. Words: 1024 References 1. http://upetd. up. ac. za/thesis/available/etd-05062008-091259/unrestricted/02chapter2a. pdf 2. http://jae. oxfordjournals. org/content/16/5/849. abstract 3. http://newlearningonline. com/new-learning/chapter-5-learning-personalities/apartheid-education/ 4. http://www. nwu. ac. za/sites/default/files/files/p-saeduc/articles/2009articles/Teksversorg_23nov09_ODAV. pdf 5. http://www. mongabay. com/history/south_africa/south_africa-education_under_apartheid. html

Cold Reality of Workhouses Depicted in Dickens’ novel Oliver Twist :: Oliver Twist Essays

Cold Reality of Workhouses Depicted in Dickens’ novel Oliver Twist   Ã‚  Imagine abruptly woken to the harsh sounds of demanding yelling and screaming only to find yourself still shivering from the lack of hole-filled sheets that they call blankets.   Feeling fatigued from another sleepless night and faintly from the malnutrition, you eagerly await your habitual serving of gruel for breakfast.   Extremely weak from the meager portion, the never-ending day begins as you are led to do various different chores throughout the day.   This is the life in a workhouse.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Workhouses â€Å"were places where poor homeless people worked and in return they were fed and housed.   In 1834 The Poor Law Amendment Act was introduced which wanted to make the workhouse more of a deterrent to idleness as it was believed that people were poor because they were idle and needed to be punished.   So people in workhouses were deliberately treated harshly and the workhouses were more like prisons† (Internet source – Charles Dickens 1812-1870).   Charles Dickens realistically portrayed the horrible conditions of the 19th century workhouses in his novel Oliver Twist.   Dickens attempted to improve the workhouse conditions and as a result, his novel helped influence changes in the problem.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Dickens’ novel shows people how things really were in the workhouses during the 19th century.   A child of the parish â€Å" had contrived to exist upon the smallest possible portion of the weakest possible food, it did perversely happen in eight and a half cases out of ten, either that it sickened from want and cold, or fell into the fire from neglect, or got half-smothered by accident; in any one of which cases, the miserable little being was usually summoned into another world† (Twist p.5).   Here Dickens shows how children were starved, neglected, inappropriately dressed, and mistreated.   His statement also claims that many of the times, the children died in a result to the poor environment.   The encyclopedia provides a more general explanation as it simply states that the â€Å"conditions in the workhouses were deliberately harsh and degrading† (The New Encyclopedia Britannica Vol.12 p.755).     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another passage in the novel describes how one of the children of the parish was treated when not to their liking.   A boy named Oliver received â€Å"a tap on the head [from the cane of the parish beadle] to wake him up: and another on the back to make him lively† (Twist p.

Precis: Graphic Design Theory “Design and Reflexivity”

Precis: Graphic Design Theory â€Å"Design and Reflexivity† by Jan van Toorn, 1994. Verbal and Visual Rhetoric, University of Baltimore Publication Design Master's Program, Spring, 2011 Dutch graphic designer Jan van Toorn is known for his radical ideas about what the function of design should be, and what qualities designers should possess and promote with their designs. Van Toorn’s distinctive style is messy, peculiar, and deeply interwoven with political and cultural messages, unapologetic with their intent to force critical thinking upon viewers.Van Toorn advocates design which encourages the viewer to reach their own conclusions, insisting that designers shouldn’t function as objective bystanders, but instead, designers have an important contribution to make. Design is a form of visual journalism and van Toorn urges designers to take responsibility for their role as â€Å"journalists. † Van Toorn begins his argument by stating that all professions con tain a certain level of schizophrenia––inescapable contradictions, including graphic design, which must balance the interest of the public with the interests of the client and the general expectations of the media profession.To survive, design must â€Å"strive to neutralize these inherent conflicts of interest by developing a mediating concept aimed at consensus [†¦. ] to accepting the world image of the established order as the context for its own action. † (Page 102, first paragraph) By reconciling the differences of various ideals and opinions, and establishing a cultural norm, design develops a â€Å"practical and conceptual coherence† in mass media, thereby legitimizing itself––legitimized â€Å"in the eyes of the social order, which, in turn is confirmed and legitimized by the contributions that design make to symbolic production. (Page 102, second paragraph) The cultural industry, comprised of corporations, the wealthy, the edu cated, and the powerful elite, dictate to the rest of society what is popular, distasteful, and overall socially acceptable, imprisoning design in a false sense of reality. Design becomes stagnant as it conforms to the ideals put forth by the ruling class. Van Toorn refers to this stagnation as â€Å"intellectual impotence† and designers tend to deal with it in two ways.Designers either resist the assimilation into popular culture by attempting to redefine or â€Å"renew the vocabulary† or they integrate smoothly into the â€Å"existing symbolic and social order. † (Page 103, first paragraph) The lines separating these two approaches have become blurred with the rise of post-modernism and proliferation of niche marketing, as competitors try to distinguish themselves. Van Toorn observes that â€Å"official design continues to be characterized by aesthetic compulsiveness and/or by a patriarchal fixation or reproductive ordering. (Page 103, second paragraph) Van T oorn then begins to examine what he refers to as â€Å"symbolic productions,† specifically ads, commercials, etc. , which misrepresent reality. These symbolic productions are ideological instruments, serving private interest in the guise of a universal one. (Page 103, last paragraph) The so-called â€Å"dominant culture† doesn’t serve to integrate different social classes; rather, it contributes to the facade of an integrated society, by forcing all other cultures to define themselves by an established set of rules, fostering a â€Å"communicative dependency. (Page 104, first paragraph) Van Toorn argues that everyday life is falsely represented and causes tension between ethics and symbolism. In order to make what van Toorn refers to as an â€Å"oppositional cultural production,† the designer must take care not to create a specific alternative to an established convention, but to simply present it in a creative and new way, while keeping the universally accepted concept intact.A designer’s opportunity to upset the status quote can only be sought when a political or ideological shift is underway, which results in â€Å"creating new public polarities,† usually targeting real social problems. (Page 104, last paragraph) Now the designer can encourage an oppositional stance, one that goes against the communicative order. The ultimate goal of this approach is to evoke questions and reflection among the public and encourage a more pragmatic view of reality, forcing them to identify their own needs and desires.Van Toorn cautions that despite the ever-changing nature of culture, design has to be â€Å"realistic in its social ambitions. † (Page 105, paragraph 3) The awareness of the unstable relationship between the symbolic and the real world requires a high level of discernment and critical thinking ability. Design must recognize â€Å"substance, program, and style as ideological constructions, as expressions of restr icted choices that only show a small sliver of reality in mediation. † (Bottom of page 105, to top of page 106)

Legal Considerations in the Business Environment Essay

While there are many legal factors to consider as XYZ Construction (XYZ) transforms from a private to a publicly owned company and expands operations globally, this paper will focus on the employment and labor laws, along with legal considerations that influence company operations. It is important to keep in mind that XYZ uses a mix of manning methodologies throughout the company; a full time staff as the core of the company, while maximizing the use of contracted labor in the execution of projects. Employment Law Employment law is a broad category of law that encompasses all areas regarding employee/employer relationships except for the negotiation process and collective bargaining, which is covered by the narrower focused category of labor law. Employment laws consist of thousands of federal and state statutes, regulations, and judicial decisions that are designed to govern the rights and duties of employers and workers. The US Department of Labor (USDOL) reports that there are 180 federal laws alone managed by 28 different agencies within the department. (United States Department of Labor [USDOL], 2014) Employment laws are focused on providing a safe and fair work place for employees and employers, alike, and have their origins in the constitution. They were founded based on public outcry against oppressive practices during the industrial revolution. The first laws founded in the 1920s were focused on fair wages, compensation for injuries, a standard work week, and on eliminating child labor. In the 1960s and 70s, statutes focused on anti-discrimination and unsafe work environments. Current issues involve employee health care, equal pay for men and women and the current debate on raising the federal minimum wage. There were also several issues addressed by the US Supreme Court of great importance to employment law including workplace discrimination and retaliation (Brill et al, 2013). The predominance of employment law disputes fall into two categories: wage and hour violations and discrimination in the workplace. Federal law provides for baseline rules regarding wage and hour standards, to include a minimum wage of $7.25 per hour and 40 hours as the standard work week. Many states have passed laws that establish a higher minimum wage, which is within their constitutional right. In these situations, XYZ is compelled to pay the higher minimum wage of that state. There is an emerging effort across the United States to raise the federal minimum wage to $9.50 per hour. In some  cases, this will place the federal wage higher than some states, meaning XYZ would have to pay the federal wage as it would trump the state legislation. It is prudent for XYZ to negotiate appropriate compensation on multiyear contracts as this new legislation works through the process. The standard work week, on the other hand, is prevalent across the United States and any worker that exceeds this threshold is entitled to overtime pay compensation. These rules exist to control the work environment for employees and mandates that time and a half be paid on every hour exceeding 40 within a given work week. The law also stipulates that XYZ will maintain basic payroll records and post notices to the workers regarding changes in the work environment. As XYZ experiences delays within projects, the pressure to push the work crews to make up these delays grows. While working overtime to meet customer requirements and project timelines are acceptable, supervisors must ensure adherence to the various employment laws; not doing so could lead to unfair labor practice disputes and costly legal battles (Brill et al, 2013). Another area that is a basis of employment law disputes is discrimination in the workplace. Prohibiting discrimination based on ethnicity, religious beliefs, gender, age, or disability was established with the Civil Rights Act of 1964 and refined with subsequent legislation throughout the years. The Supreme Court handed down two significant decisions in 2013 that clarify evidentiary standards for discrimination claims, both are viewed as beneficial to the employer. First, the courts ruled that retaliation with discrimination as a motivating factor was not sufficient. The plaintiff must prove that discrimination was the basis for the retaliation, making the burden of proof much greater (Brill et al, 2013). Second, the courts clarified the definition of a supervisor under Title VII of the Civil Rights Act. They ruled that the title of â€Å"supervisor† is limited to those who have authority to take a tangible employment action, meaning â€Å"a significant change in employment status, such as hiring, firing, failing to promote, reassignment with significantly different responsibilities, or a decision causing a significant change in benefits.† (Brill et al, 2013, p.4). Having the authority to direct daily work was not sufficient to link the supervisor to the company in regard to damages or actions tied to a law suit or dispute. However, the company is still liable for discriminatory actions of non-supervisory employees,  especially if it was notified and failed to take action to stop the behavior. This is significant considering that the majority of XYZ’s work force is contracted labor. As such it is imperative that XYZ maintain viable and proactive policies focused on preventing workplace discrimination and include a review of these policies prior to initiating any employment agreement. Labor Law Conducting business in a union environment provides for another layer of complexity to company operations. XYZ’s leadership must be aware of and understand the basics of labor law and the collective agreements negotiated with the unions representing the workforce. Failure to operate within the parameters of the agreement will result in an unfair labor practice dispute, which affects the profit margins of the shareholders. Labor law, also governed by federal law, state law and judicial decisions, provides statutes that mediate the relationship between workers, employers, unions, and the government with the goal of equalizing the bargaining power between employers and employee (Legal Information Institute [LII], 2014). Collective labor laws focus on the rights of employees to unionize, collectively bargain, arbitrate, and strike, while individual labor law focuses on employment contracts between employers and employees (Caraway, 2009). Collective bargaining consists of negotiations between an employer and a group of employees, typically represented by a union, to determine the conditions of employment and results in a collective agreement. The main body of law governing collective bargaining is the National Labor Relations Act (NLRA), which was passed in 1935 (â€Å"Executive Concepts†, 2011). It explicitly grants employees the right to collectively bargain and join trade unions. The National Labor Relations Board (NLRB) is the entity that hears disputes between employers and employees that falls under the purview of the NLRA. The General Council, established by the NLRA, independently investigates and prosecutes cases against violators of the act before the NLRB (LII, 2014). Another aspect of labor law is the act of arbitration, a method of dispute resolution, which is commonly used as an alternative to litigation. A third party arbiter is designated and has binding decision authority for the dispute. While the Federal Arbitration Act (FAA) is not applicable to employment contracts, the Uniform Arbitration Act of 1956 was  adopted by 49 states making arbitration enforceable under state and federal law (LII, 2014). There were two key decisions rendered by the Supreme Court that impact labor law, specifically arbitration clauses and class action waivers in contracts (Brill et al, 2013). The Court held that the FAA directive to arbitrate and the arbitration clauses written into employment contracts take precedence over federal requirements to prosecute disputes through the courts. Additionally, this decision strengthens the ability to enforce class waivers written into contracts. While this appears detrimental to employers, the Court balanced this decision with language further defining the rules surrounding class waivers. The court ruled that a class dispute (one brought by more than one plaintiff) can be settled if the primary plaintiff reaches settlement (Brill et al, 2013). In essence, if an XYZ employee files a dispute that is then applied to a class of employees, but a settlement is reached with the initial plaintiff, then the class action is terminated. Effectively, the Supreme Court ruling strengthens the company’s position in regard to employment contracts and protects the company from overzealous claims. As such, arbitration agreements written into XYZ employment contracts should be carefully worded in order to take full advantage of the Court’s decision. Laws specific to the construction industry Several Department of Labor agencies administer programs that are specifically related to the construction industry. Specifically, the Occupational Safety and Health Agency (OSHA), the Wage and Hour Division, and the Office of Federal Contract Compliance all have specified areas of emphasis that regulate XYZ’s primary line of business. OSHA administers all the occupational safety and health standards for the industry. Given the risk to employees across XYZ’s work sites, OSHA regulations are critical to maintain and pose a significant element of cost to the company. While it is prudent to conduct cost-benefit analysis on enacting safety and health policies, sacrificing employee welfare for the bottom line is a dangerous endeavor and can result in unfair labor practices or criminal charges in the extreme. As XYZ competes and wins government construction contracts, there are several statutes that dictate certain conditions for doing business with the federal government that are administered by the USDOL Wage and Hour  Division and the Office of Federal Contract Compliance. The Davis-Bacon Act requires that companies pay the prevailing wages and benefits of the region. Wage rates and other labor standards for employees are set by the McNamara-O-Hara Service Contract Act. The Walsh-Healey Public Contracts Act requires materials and supply contractors to pay minimum wages and meet other labor standards. Executive Order 11246 requires equal employment opportunity by all construction contractor firms. Lastly, the Copeland Act’s anti-kickback section precludes any persuasion of an employee to sacrifice any part of their required compensation (USDOL, 2014). These dictated standards all affect the cost of projects and, if not accounted for in the bid and estimation process, will detrimentally impact the profit margins of the company as federal construction contracts are executed. Legal Considerations As XYZ begins the global expansion, it is important to realize that US labor laws are not binding in other countries in regard to foreign workers; the host country laws are in play (â€Å"Executive Concepts†, 2011, p.938). However, Congress expressly extended three US labor laws to expatriates working abroad for US firms. The Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and Title VII all extend extraterritorially (Nie, 2012). While XYZ’s staff is well versed in US employment and labor law, foreign labor law is country dependent and it is prudent to conduct targeted research on the specific country’s legal environment considered for expansion. The International Labor Organization (ILO) has drafted 182 conventions and 190 recommendations in their effort to standardize labor practices globally. Enforcement of these efforts is a country responsibility, and as such, there are still large gaps in adoption and application of the various standards (â€Å"Executive Concepts†, 2011). While it is enticing to reduce expenses by sacrificing some of the more costly US labor law practices while abroad, this practice could damage the company’s sterling reputation negatively affecting all future business ventures. As countries in Asia make the transition to democratic states, the door has been opened for improvements in collective and individual labor law, resulting in the creation of unions and the strengthening of workers’ rights. However, unions in developing counties depend upon government  support and, as such, are politically focused keeping the gap between internationally acceptable collective labor practices and reality relatively large (Caraway, 2009). Across Asia, individual labor rights are in a better position. There is a direct correlation between the wealth of a country and the enforced rights of its workers (Caraway, 2009). The most notable impact of this situation is the prevailing wage in each country and the impact on XYZ’s financial position on projects. Using the field support offices at the forward locations to gather this information is crucial to accurate project estimation and contract bidding. As the company transitions from privately owned to publicly held, there are considerations to keep in mind. First, corporate governance will adjust to account for a larger base of stockholders. There is risk that the focus of the company will also shift to a more stockholder centric view, discounting the requirements of the stakeholders (the employees) (Ecchia et al, 2012). This has the potential to lead to the creation of unfair labor practices as priority shifts from maintaining collective agreements to maintaining larger profit margins for the stockholders. Second, shareholders with large equities could pressure the company to offload portions of the workforce or reduce the employee’s benefits in order to improve profitability (Ecchia et al, 2012). As the union leadership monitors corporate business practices, this could lead to a revolt in the workforce and create an environment ripe for a strike thereby shutting down operations until resolved. Any financial gains made by the reduction would be lost to stagnated operations, and as such should be managed carefully. Conclusion Conducting business in the 21st Century is comparable to traversing the proverbial minefield. Legal missteps can cause insurmountable fines and legal fees as a company struggles to maintain good business practices. Understanding employment and labor law is paramount to maintaining a strong and viable company through transformation and expansion that produces profits for its shareholders. References Banks, K. (2011). Trade, Labor and International Governance: An Inquiry into the Potential Effectiveness of the New International Labor Law. Berkeley Journal Of Employment & Labor Law, 32(1), 45-142. Business Source Complete, Accession Number: 67233021 Barnum, Darold T. (1971) From Private to Public Relations in Urban Transit. Industrial & Labor Relations Review. 25(1), 95-115. Business Source Complete, Accession Number: 4459252. Brill, Edward A., Fant, Laura M., and Baddish, Noa M. (2013) U.S. Supreme Court Wrap-Up: Hot Topics in Labor and Employment Law. Employee Relations Law Journal. 39(3), 3-8. Business Source Complete, Accession Numbe:r 91640070 Caraway, Tara L. (2009). Labor Rights in East Asia: Progress or Regress?. Journal of East Asian Studies, 9(2), 153-186. ProQuest Research Library, Accession Number: 43381256 Ecchia, Giulio, Gelter, Martin, and Pasotti, Piero. (2012) Corporate Governance, Corporate and Employment Law, and the Costs of Expropriation. Review of Law & Economics. 8(2), 457-486. DOI: 10.1515/1555-5879.1357 Katten, Betsy. (2013) U.S. Supreme Court to Address Labor and Employment Matters in 2013-2014 Term. Employee Relations Law Journal. 39(3), 48-51. Business Source Complete, Accession Number: 91640075 Legal Information Institute. Cornell University Law School. Retrieved from: http://www.law.cornell.edu/wex/employment Nie, Carrie. (2012). Extraterritorial Application of U.S. Employment Laws: Clearing the Murky Conflicting Foreign Laws Defense. International Lawyer, 46(4), 1027-1043, OmniFile, Accession Number: 90233860 Northcentral University (2011). SKS 7000-Executive Concepts in Business Strategy. Custom edition. Retrieved from: http://online.vitalsource.com/#/books/ United States Department of Labor. (2014) Retrieved from: http://www.dol.gov/opa/aboutdol/lawsprog.htm