Government Shutdown Essay

The solution the OMB proposed is to ensure that there are clear guidelines established to ensure the critical functions are performed by federal employees, regardless if the function is determined to be inherently governmental. Assuming the statistics in the article are true, some of the major implications of the Federal Governments increased reliance of government contractors is first and foremost, using government contractors to perform inherently governmental functions, as it is not always easy to monitor and many times it is not always clear to what functions are actually inherently governmental. Another issue includes, and is increasingly common, is the increased reliance on contractors who become so involved with programs that there is no way to replace them due to the institutional knowledge they have of an agency and/or agency program. When considering the future of the governmental workforce, the increased reliance on the private sector could also inhibit the growth of the federal workforce. With budget cuts and stagnant wages, the government is not seen as a popular workplace choice with the millennial generation; this coupled this with the aging government workforce retiring in the coming years, there will not be enough employees being hired to take their place, causing a viscous cycle increasing the reliance on contracted assistance. Even today, the government is beginning to see the effects of this cycle with the acquisition workforce, causing for a loss of agency knowledge and manpower with the ever changing federal acquisition laws and regulations this will become quite a feat in feature years. Arguably, some also say that government contractors do not have a vested interest in the agency mission or the federal government in general; this often can lead to contractors looking out for their company vs. the welfare of the

(TCO 4) Which of the following is not one of the guidelines for administering discipline?

ONO is a large auto-supply company that does a large volume of business with only eleven employees. Absenteeism seems to have increased over the last two years and has had a significant effect on ONO. The information in the text shows that ONO had lost 539 employee labor-hours or 67.375 days to employee absenteeism last year. Because there are only eleven employees, this equals out to 6.125 missed days per employee. This is actually less than the United States average of seven missed days per year. Is absenteeism at ONO a serious problem? Whether or not a serious problem, the data from ONO, Inc. suggests there is enough to warrant an investigation and a new strategy to minimize absenteeism. As

Although reducing costs and improving services have been cited as the most important reasons services are privatized by agencies, contracting out offers the attractiveness of hiring a contract employee over a public employee. This occurs because of the apparent advantages offered by such options (Dilger et al. 23). Some advantages of hiring a contract employee over a civil servant are as follows:

Furloughs – an alternative practice to layoffs where workers would take unpaid leaves but still remain employed- could also possibly be a viable option. Furloughs would allow Honeywell to preserve its workforce, yet they could also possibly pose a number of challenges. They were a also a challenge logistically. To implement them they had to comply with individual state laws and also laws in other countries where they did business.

I believe that it is important to understand that job satisfaction has an impact on job performance. In my personal experiences I have seen management completely oblivious to the concerns of their staff that had a negative impact on job satisfaction. The text cites 300 studies that found that organizations with

This study deals with the impact of furloughs on non-furloughed federal worker's job satisfaction levels. Furlough is a budgetary problem that impact government programs and services by increasing workloads and absenteeism to the identified non-furloughed federal workers. The threat of furlough and furlough itself is a problem to the organizations in the form of poor performances; increase work stressors and emotional strain. The problem to be addressed is the negative impact of furloughs on non-furloughed federal workers, predominately GS employees and excepted contractors. The purpose of this study is to examine the negative impact of furlough on the job satisfaction levels of the identified non-furloughed federal workers. To help non-furloughed

The HR practices of Aflac were examined in the context of its effect on employee satisfaction. In 2015, Aflac made the list of 100 best companies to work for as it has done for the past ___years.

Jarvis (2014) asserted that during the shutdown, more than one third of the government workforce was furloughed because their position was not deemed “excepted.” Government management official was left to sort out what positions were “excepted” or “non-excepted” with a mere understanding of contractual terms (Brass, 2014; Curren, 2015). Rep. Alan Grayson, D-Fla., added that the government shutdown stagnates the economy and disrupts federal employees’ ability to do their jobs (Katz, 2015). This literature review will be broken into four sections: (a) government shutdown and power bloc defense contractors, (b) furloughed government contractors, (c) WLOC, CWB-I, and CWB-O, and (d) job satisfaction and performance.

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

Even though distinct explanations for what are considered serious health conditions exist, problems remain concerning intermittent leave. As recently as 2014, employers had difficulty ensuring that intermittent leave is both recorded properly administratively and not being used illegitimately by employees. Employers have difficulty proving that an employee taking FMLA time on Fridays and Mondays is abusing the privilege, even if the abuse seems obvious to both the employer and the other employees. The same can be said for employees who begin using previously approved FMLA time to avoid certain tasks and/or responsibilities at work. Once an employee has performed the required steps to have his or her use of FMLA time approved in advance,

Worker satisfaction is a result of the work environment meeting the physical and psychological needs of workers, such as safety, compensation, and acknowledgement of achievements. Employer satisfactoriness is defined as, “the workplace’s reaction to the worker’s capabilities” (Brown, 2016, p. 57). Dawis recognizes four workplace capabilities that influence the satisfactoriness of employers: celerity, pace, rhythm, and endurance. If both the workers and the employers are satisfied, then a worker will stay at a job. The time spent at a single job is called tenure. The biggest strength of the TWA model is that it does take into consideration both the worker and the work environment to learn about the interaction between the

Through this paper we will explore the importance of distinguishings classifications between independent contractors and employees. We will examine identifying established relationship between employers and workers while covering assigned roles of employees and independent contractors. We will briefly discuss enacted laws and recommended practices to avoid misclassification penalties and consequences. Lastly, we will explore vital factors that should be considered while classifying workers.

|benefits, transition services for those being downsized, and adequate attention to "survivors" - the employees left |

Lu (2016) used a quasi-experiment to elucidate the effectiveness of performance-based contracting (PBC) for individual employment outcomes. Based on a case study of the Indiana vocational rehabilitation (VR) program, this article employs administrative data to examine the impact of PBC on individual employment outcomes over the 2004–2009 period, with the Michigan VR program as a control.