WRITE A SPEECH. IT NEED TO HAVE  MULTISLIDES PRESENTATIONS. 

THEN IN ANOTHER PAGE ANSWER THIS:What is the general topic of your speech? How
will you focus this topic?

What
thesis do you intend to develop in your speech? Remember that a thesis should
be written in a complete sentence.

2. 
Write an
outline for your speech in the space below. You may use a formal outline or an
informal outline. Remember that regardless of the form you use, your outline
should be an accurate representation of what you intend to include in your
speech. That means you need to include information for the introduction, the
points you will cover in the body, and the way you intend to wrap up your
speech in the conclusion.

3. 
List the key
points and details that you will include in your presentation slides. Describe
visuals that you will include in the presentation.

• The Future of Unions

• • Details
  • Attempt 1Evaluated
  • Attempt 2Evaluated
  • Attempt 3Available
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  Overview

  Write a 3–4-page analysis about the role of unions in the twenty-first century.Some argue that the traditional role of the union in protecting the worker has been usurped by significant legislation protecting the worker against discrimination, unsafe work conditions, and unfair pay. Others point out that unions remain indispensable for several reasons, including that “at-will” employment remains the law of the land and that most workers can be fired for any reason.SHOW LESSBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Develop a foundational understanding of employment law and labor law.
    • Analyze the impact of historical context on union-management relations.
  • Competency 2: Analyze the application of legal thinking strategies to human resource management (HRM) law.
    • Analyze the role of labor unions in contemporary American business and manufacturing.
  • Competency 3: Apply legal thought to human resource (HM) practices in the workplace.
    • Assess how the presence of a union impacts the job of a human resources professional.
  • Competency 4: Communicate in a manner that is scholarly and professional.
    • Communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.

  Competency Map

  CHECK YOUR PROGRESSUse this online tool to track your performance and progress through your course.

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  Context

  “The history of all hitherto existing society is the history of class struggles” (Marx & Engels, 1888).SHOW LESSThe three primary federal laws regulating union activity are the National Labor Relations Act (NLRA) (1935), also known as the Wagner Act; the Labor Management Relations Act (LMRA) (1947), also known as the Taft-Hartley Act; and the Labor Management Reporting and Disclosure Act (1959), also known as the Landrum-Griffith Act. These acts reflect the attitude of the times in which they were enacted, regarding unions and the power struggle between unions and management.Historically, the legislation, laws, and labor movements at both state and federal levels have experienced periods of harmony and conflict. A study of union history shows how legislation and lawmaking can be affected by popular opinion. In the early nineteenth century, it was not uncommon for any group employee action to be labeled a criminal conspiracy. The change in the view of the law from a focus on association to the means affected to achieve an objective occurred with the decision in Commonwealth v. Hunt (1842). This case was considered a milestone in the labor movement; however, it did not settle the legal issues, and the courts continue to struggle with the legality of union activities. The public view of the violence and unrest accompanying labor actions was often that employers were responsible, particularly in cases where strikebreakers were hired. Public sentiment and unsatisfactory common law led to the passage of the NLRA in 1935.The Assessment 5 Context document contains additional information about labor relations, covering the following topics:

  • National Labor Relations Board (NLRB).
  • Labor Management Relations Act (LMRA).
  • Labor Management Reporting and Disclosure Act (LMRDA).

  References

  Commonwealth v. Hunt, 45 Mass 111 (1842).Marx, K., & Engels, F. (1888). The communist manifesto. London, UK: Penguin Classics.

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  Questions to Consider

  As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.SHOW MORE

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  Resources

  Suggested Resources

  The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MBA-FP6249 – Organizations, Governance, and the Law Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.

  Capella Resources

  • Assessment 5 Context.
  • ASSESSMENT 5 CONTEXT

    NATIONAL LABOR RELATIONS BOARD (NLRB)

    The NLRA established the National Labor Relations Board (NLRB) to regulate labor management disputes. The NLRA forbids an employer from interfering with or restricting employees wishing to organize, bargain collectively, or participate in concerted activities. The employer may not interfere with the formation of any labor organization or discriminate in a way that would discourage participation in a labor organization. It may not retaliate against an employee who files charges or testifies under the NLRA, and may not refuse to bargain collectively with the employee’s representative.

    LABOR MANAGEMENT RELATIONS ACT (LMRA)

    In 1947, Congress, under pressure to curb the increasing power of unions, passed the Labor Management Relations Act (LMRA). The LMRA focused on stopping unfair union practices. The LMRA “forbids unions from coercing or restraining employees in exercising their rights” (SHRM, 2008) under the NLRA. Employees have the right to select their representatives for bargaining or adjustment of grievances. Unions cannot cause or attempt to cause an employer to discriminate against an employee or encourage a work stoppage in order to gain advantage in union matters, or charge excessive fees to employees and employers. If the union is the collective bargaining agent of the employees, it cannot refuse to bargain in good faith (Labor Management Relations Act, 1947).

    LABOR MANAGEMENT REPORTING AND DISCLOSURE ACT (LMRDA)

    In an attempt to balance the interests of employees, employers, and unions, Congress passed the Labor Management Reporting and Disclosure Act (LMRDA). The statute imposes a code of conduct for all parties and requires a standard of fair dealing. The NLRA is built on the premise of the bargaining unit. For the purposes of NLRA, the bargaining unit is a group of employees who perform similar work and have similar interests with regard to pay, hours, and workplace conditions. A bargaining unit is made up of job classifications, not individual workers. It may be a unit spanning different companies or only part of one company (Labor Management Reporting and Disclosure Act, 1959).There are three types of unionized work situations: the open shop, the agency shop, and the union shop. The LMRA did away with the closed shop, in which only union members could be hired.

    • The open shop does not require a worker to join the union or pay dues. This is the situation in right-to-work states.

    • The agency shop does not require the worker to join the union, but does require dues, whether or not a worker is a member.

    • The union shop requires the worker to join the union within a period of time. In this situation, only the employer may fire the worker.

    Due to the LMRA, a worker can pay dues, not join the union, and not be fired (Labor Management Relations Act, 1947).

    References

    Commonwealth v. Hunt, 45 Mass 111 (1842).Labor Management Relations Act of 1947, 29 U.S.C. 401–531 (1947).Labor Management Reporting and Disclosure Act of 1959, 29 U.S.C.A. 401 et seq. (1959).National Labor Relations Act of 1935, 29 U.S.C. 151–169 (1935).Society for Human Resource Management. (2008). National Labor Relations Act of 1947. Retrieved from http://www.shrm.org/LegalIssues/FederalResource/Fe…

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  Capella University Library Resources

  • National Labor Relations Board v. General Motors Corp., 373 U.S. 734 (1963). (Focus area: Curbing the notion of closed shop.)
  • Otani, A. (2013, July 15). Hostess Twinkies return to stores, but unionized jobs disappear. Christian Science Monitor.
  • Von Bergen, J. M. (2013, August 1). Union fights Verizon for shore phone lines. The Philadelphia Inquirer, B01.
  • Lewin, D., Keefe, J. H., & Kochan, T. A. (2012). The new great debate about unionism and collective bargaining in U.S. state and local governments. Industrial and Labor Relations Review, 65(4), 749–778.
  • Kochan, T. A. (2011). Rethinking and reframing U.S. policy on worker voice and representation. ABA Journal of Labor and Employment Law, 26(2), 231–248.
  • Boulanger, M., & Kleiner, B. H. (2003). Preparing and interpreting collective bargaining agreements effectively. Management Research News, 26(2–4), 193–199.
  • Dannin, E. (2008). Not a limited, confined, or private matter–Who is an “employee” under the National Labor Relations Act. Labor Law Journal, 59(1), 5–15.

• Assessment Instructions

  Preparation

  Use the Capella University Library and/or articles found in the Resources to support your analysis with at least two current, scholarly, or professional resources for this assessment.

  Instructions

  Write a 3–4-page analysis about the role of unions in the twenty-first century; include the following:

  • Analyze the impact of historical context on union-management relations. How does historical context provide clues as to the direction of union/management relations?
  • Analyze the role of labor unions in contemporary American business and manufacturing. Do the role and purpose of the modern union need to be redefined to effectively serve its membership?
  • Assess how the presence of a union impacts the job of a human resources professional. What influences do unions have on HRM?

  Your analysis is to be written coherently to support a central idea with correct grammar, usage, and mechanics as expected of a business professional. Support your response with citations from relevant readings and use real-world organization examples to demonstrate the importance of the concepts and analysis you have provided.

  Additional Requirements

  • References: Support your analysis with citations from the Capella University Library and/or suggested materials in the Resources, workplace examples, and any relevant additional research.
  • Format: Use proper APA style and format for in-text citations and references.
  • Length: 3–4 double-spaced, typed pages, in addition to the references page.
  • Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.
  • Font and font size: Times New Roman, 12 point

  • The Future of Unions Scoring Guide

    CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
    Analyze the impact of historical context on union-management relations.	Does not describe the impact of historical context on union-management relations.	Describes but does not analyze the impact of historical context on union-management relations.	Analyzes the impact of historical context on union-management relations.	Analyzes the impact of historical context on union-management relations and summarizes analysis with real-world examples.
    Analyze the role of labor unions in contemporary American business and manufacturing.	Does not describe the role of labor unions in contemporary American business and manufacturing.	Describes but does not analyze the role of labor unions in contemporary American business and manufacturing.	Analyzes the role of labor unions in contemporary American business and manufacturing.	Analyzes the role of labor unions in contemporary American business and manufacturing, including the consequence of declining union membership, using a scholarly resource.
    Assess how the presence of a union impacts the job of a human resources professional.	Does not identify how the presence of a union impacts the job of a human resources professional.	Identifies but does not assess how the presence of a union impacts the job of a human resources professional.	Assesses how the presence of a union impacts the job of a human resources professional.	Analyzes how the presence of a union impacts the job of a human resources professional, including real-world examples.
    Communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.	Does not communicate in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.	Communicates in a professional manner, using scholarly resources with grammatically correct writing that incorporates appropriate APA style conventions.	Communicates in a professional manner, using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.	Effectively analyzes and evaluates foundational legal concepts in a professional manner using scholarly resources that support the analysis through clear, concise, well-organized, and grammatically correct writing that incorporates appropriate APA style conventions.

Sexuality in the Aging Adult

Widespread stereotypes, misconceptions, and jokes about aging adults and sexuality can powerfully and negatively affect aging adults’ sexual experience. Such biases stem in part from ageism and ableism (a form of discrimination against adults who are disabled and in favor of those who appear able-bodied), such as perceptions of aging adults, especially women and those with chronic physical or mental disabilities, that they are unattractive and therefore asexual. Another stereotype is that aging adults lack energy and are not interested in sex. Since sexuality in our society tends to be equated with youthful standards of attractiveness, aging women and individuals with chronic illness and disability may experience the most negative consequence of ageist and sexist definitions. Even more deleterious effects may be experienced when the sexual interaction between aging adults is viewed as socially unacceptable or even physically harmful. As a human service and public service leader, it is important to understand how stereotypes impact the quality of life for aging adults.

Respond to the following:

• In what ways are the stereotypes about aging adults and sexuality a surprise to you based on your readings for this course thus far?
• In what ways is the aging process impacted by an aging adult’s sexuality?
• How do these stereotypes impact the LGBT aging population seeking quality of life?
• How should sexuality impact the aging adult, family, and community environments?

Support your answers with references from the readings cited according to APA guidelines.

The purpose of this assignment is to help students gain a better understanding of the financial statements used for corporate financial reporting and the key ratios used to make business decisions.

Assignment Steps

Select a Fortune 500 Company from one of the following industries:

• Pharmaceutical
• Energy
• Retail
• Automotive
• Computer Hardware

Review the balance sheet and income statement in the company’s 2015 Annual Report.

Calculate the following ratios using Microsoft^® Excel^®:

• Current Ratio
• Quick Ratio
• Debt Equity Ratio
• Inventory Turnover Ratio
• Receivables Turnover Ratio
• Total Assets Turnover Ratio
• Profit Margin (Net Margin) Ratio
• Return on Assets Ratio

Analyze in 1,050 words why each ratio is important for financial decision making.

Submit your analysis as well as your calculations.

Template and powerpointComplete parts 1, 2, and 3 of a plan of research to use selected sources in Lexis.com. Use the following template to complete the assignment.
Part 1 is just reading. Parts 2 and 3 require you to type out sources you plan to use to get an overview and strategy for organized research. Remember that this is a strategy that involves skimming general sources, then compiling possible search terms and methods to use.
Important
Be sure to save a copy of this assignment in your personal files as you will need to use it later in the course to complete additional assignments.
Important
Do not complete step 4, the detailed legal research of multiple sources of multiple types. You will be better prepared to complete that step after you have completed some of the latter modules in the course.
•You will complete the plan in module 09.