...stress currently affect the Canadian work force. We will explore a contrast between Great Britain’s and Canada’s workplace causes of stress and industries that provide most stress within the two nations. We will also identify some Canadian companies strategies to assist their employees with managing stress. Throughout this research it will become evident the importance of taking responsibility for managing stress to maintain a healthy work life balance. It is also important to recognize the impact of advancement in communication tools and their positive and negative impact towards work related stress. Different cultures and nations can experience similar stressors but also have unique stress contributing factors and industries. Employee stress in Great Britain and Canada According to the Health and Safety Executive (Buckley, 2013, p. 6-7), Great Britain has a total of 10.4 million working days lost between 2011 and 2012, as compared to Canada of 100 million in 2010 alone (Langton, N., & Robbins, S.P. & Judge, T., 2013, p. 122-129). Data shows the main stressors in Great Britain are workload, lack of managerial support, and violence/bullying (Buckley, 2013, p. 6-7). Canadians tend to stress over job security, technological change, workload, managerial/co-worker support and personal life balance (textbook). When comparing this data, the Canadian workforce appear to struggle with more stressors, one key cause is personal life affecting work life and vice versa. The most stressful...
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...Working Conditions as a Determinant of Health This summary is primarily based on papers and presentations by Andrew Jackson, Senior Economist, Canadian Labour Congress, and Michael Polanyi Assistant Professor, Saskatchewan Population Health Research and Evaluation Unit, and Faculty of Kinesiology and Health Studies, University of Regina. The presentations were prepared for The Social Determinants of Health Across the Life-Span Conference, held in Toronto in November 2002. The opinions expressed in this publication are those of the authors and do not necessarily reflect the views of Health Canada. Current Situation Over the 1980s and 1990s, there has been an ongoing restructuring of the labour market and of employment relationships. The intent of these changes has been to promote productivity and competitiveness, as opposed to promoting a worker-centred agenda of “good jobs” (Lowe, 2000). In Canada, only two-thirds of the employed workforce are in “standard” salaried jobs with no defined end date (mostly provided by large firms and the public sector). In this shrinking core job market, workers who have survived layoffs, privatization and contracting-out are generally working longer and harder. Employers have tried to increase profitability and competitiveness and to contain budgets by boosting productivity. This has been accomplished largely by increasing workloads. For example, in the health sector, fewer nurses, social workers and other health professionals must now deal...
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...This paper will outline the differences in accounting treatment of and criteria for determining whether leases should be accounted for as either a capital lease or an operating lease. I will be limiting my discussion to the accounting treatment of leases by the lessee. This paper will discuss the current accounting treatment for the two types of leases according to Canadian GAAP and will tie in elements of the conceptual framework to the treatment of leases from CICA handbook section 1000, followed by a discussion on accounting theories related to lease treatment, and finally current issues outlined in academic research concerning lease treatment by the lessee. Capital and Operating Leases There are two major classifications of leases. Capital leases and operational leases. A Capital lease is defined in the CICA handbook as “a lease that, from the point of view of the lessee, transfers substantially all the benefits and risks incident to ownership of property to the lessee” (CICA, 2010, Section 3065, ¶3). In order for a lease to be classified as a capital lease, the life of the lease must exceed 75% of the life of the leased item, there must be a transfer of ownership at the end of the lease or a bargain purchase option, and the present value of the lease payments must exceed 90% of the fair market value of the asset (Grossman, A., & Grossman, S., 2010). An operational lease is described by the CICA handbook as “a lease in which the lessor does not transfer substantially...
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...------------------------------------------------- www.rtm.com ------------------------------------------------- Phone (336) 780-0897 ------------------------------------------------- Fax (336) 780-9701 ------------------------------------------------- Address: 6800 Star Mount Drive ------------------------------------------------- Greensboro, NC, 27403 ------------------------------------------------- Roundtable Management MEMORANDUM To: Jerry McGuire, CEO From: Jason Stevens, Director of Marketing Date: 4/23/15 Subject: Expanding Roundtable Management Round Table management has successfully competed in the United States sports industry, representing 40% of the NBA players in America. We have transformed from an unknown commodity, to a household name in the sports industry, and in the lives of our athletes families. Although we are very successful at our craft, why stop here? The world is bigger than the United States, and we believe Roundtable has the proper personnel, outside resources, and overall promising potential to begin representing international athletes in other basketball leagues outside of the NBA. As it stands now, Roundtable management does not represent any foreign players. If we want to be known as the greatest management firm in the industry, it is ideal that we begin the necessary steps to broadening our brand. NBA.com reports our league has the highest number of foreign players in the league, at 101 players1. The top countries with the most international...
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...Tax Midterm Chapter 1: Taxation- Its role in decision making Taxation and the financial decision process * Taxation is a controllable cost * Tax cost = cost of doing business * Analyzed to determine which actions or activities have a greater/lesser impact on the resulting tax cost * Each alternative= different impact on the amount of tax and the timing of the payment of tax * Even if marketing decision = direct effect on the long term tax cost of the firm → thus on profits and value * Tax= important on any decision making * Tax costs are relevant when alternative strategies are being considered * Cash flow (CF) exists only on an after-tax basis * All CF= after tax * NPV compared and ranked * Shows the actual value of the individual/corporation * Analysis can’t be of value unless the real tax impact is included * Alternative action to minimize the tax impact * After tax = % of interest x (1 – Tax rate) * 5% dividend on the equity of a “public corporation” = not deductible to the business → after tax = 5% (real cost) * Net value to individual investor subject to 45% tax rate = 3.6% (after applying dividend tax credit) The fundamental income tax structure and its complexity Taxpayers * Individuals * Corporations * Trusts | Business & investment structures * Proprietorship * Corporation * Partnership * Limited partnership * Joint venture...
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...Under Pressure Implications of Work-Life Balance and Job Stress Human Solutions™ Report | 2006–07 Fall 2006 Dear Valued Customer: Welcome to the first Human Solutions™ Report: Under Pressure. Implications of Work-Life Balance and Job Stress. The report was written by Graham Lowe, PhD, a thought leader in the arena of workplace health and productivity. This is the first of a series of empirical reports that we will publish for you on an annual basis, each on a relevant and timely topic or theme. The Human Solutions™ Report stems from our pledge to bring you relevant and practical recommendations concerning your most significant human capital-related issues. And it reflects our attempt to counter the wealth of unsubstantiated and potentially misleading information about workforce issues circulating in the general media and other sources. In this Human Solutions™ Report , we analyze two comprehensive Canadian workforce surveys using key questions pertaining to work-life balance and job stress. We recognize that quality of work-life is a pressing business issue for you and a necessary ingredient for a successful business strategy. Yet to craft effective solutions to work-life issues, it is paramount that you have solid evidence on the scope and nature of the problems that are faced. This is what the Report endeavours to provide. As a customer whose opinions are important to us, we welcome your feedback. As well, we look forward to hearing about topics and issues you would...
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...and immigrants in Canada have a difficult time entering the labour market notwithstanding exemplary educational credentials and extensive professional work experience. These are the result of prioritizing Canadian education and experience, which conceal elements of racism. The consequences are that invisible barriers are put into place; they deny fair access to work and limit the advancement of newcomers socially and economically. Many third-world immigrants to Canada must qualify for entry by demonstrating academic proficiencies and accreditations, which include post-secondary degrees or more. They are well-educated people with professional skills in areas the Canadian economy needs support. Immigrants are eager to continue their careers but soon find a need to reinvent themselves (Omidvar). This is something of a catch-22: their extant educations are what confirm their desirability as immigrants yet Canada employers fail to recognize or accredit foreign educations with any sense of equivalency. Except in rare cases, like the university professoriate or countries like Great Britain or the United States, the extent of an applicant’s education level is, for the most part, mitigated among employers. The applicants’ results, including bachelors, masters, and doctoral degrees from their home countries, are limited in the Canadian job market. Because economic advancement is one of the primary motivations to emigrate there are fundamental inconsistencies in the administration of...
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...whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We focus on long workweek, flextime, compressed workweek, variable workweek length and/or variable workweek schedule. Statistics Canada’s 2003 Workplace and Employee Survey data linking employee microdata to workplace (i.e., employer) microdata are used in the analysis. Results show that more than half of the workers covered in this data have at least one of the five specified types of flexible work schedules. Employment status, unionized work, occupation, and sector are factors consistently associated with flexible work schedules. Personal characteristics such as marital status, dependent children, and childcare use are not significantly associated with flexible work schedules, and females are less likely to have a flexible work schedule than are males. Overall, results suggest that flexible work schedules are created for business reasons rather than individual worker interests. KEyWORDS: work schedules, non-standard work, work-life balance This paper examines whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We first explore the prevalence of different types of flexible work schedules in Canada, and then examine work, personal, human capital, workplace, and sector characteristics that might be associated with flexible work schedules....
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...All” The Struggles of Working Mothers in Today’s Society Abstract Today’s society and economy is structured in a way that does not allow women to easily maintain a balance between being a professional and being a mother. Although there has been a constant rise of women entering the workplace as professionals, the economy and society still does not recognize that these professional women are also mothers. Many companies also believe that women are not suitable for executive jobs either. Young women of today, who plan on having a career as well as a family, accept that they will eventually have to make sacrifices in their career rather than their husband. This has led women to believe and say that “They Can’t Have it All”. The main reasons why women end up saying “They Can’t have it All” is due to factors such as unequal share of roles, an improper work-life balance, lack of flexibility, gender inequality and the lack of women executives and/or leaders in today’s society. In order for all of this to improve and to allow women “to have it all”, flexibility must be implemented into the workplace. Women should also assert equal housework in their home with their significant other. These two reasons alone can allow for more women to advance in the work place while still being a mother. This will help encourage and inspire young women to pursue executive, leading roles in which will eventually improve gender inequality. 1.0 Introduction...
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...accepting of the unbalanced nature. They have accepted the inequality as part of the rights of those with the power. PDI measures the extent to which a community will accept this division and inequality. Low Power distance would include equality factors like decentralized government with constant questioning of authority, conscious democratic structure where society is actively part of its management. High Power Distance societies are centralized hierarchical structures that reflect a paternalistic attitude to management of society. High PDI is unequal and society tends to accept the hierarchy as part of their nobility instead of a vast repression of social rights. Canada’s PDI: 39 “With a score of 39 on this dimension, Canadian culture is marked by interdependence among its inhabitants and there is value placed on egalitarianism” (geert-hofstede.com). Any...
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...Future economic growth is expected to increase in Western Canada with growth slowing in Eastern Canada. Interest rates are expected to remain low and monetary policy is expected to continue stimulating the Canadian economy. Inflation was 2.9% in 2011 and was expected to decrease to 1.8% in 2012. Despite decreased consumer spending in recent years, the expectation is job growth will fuel consumer spending increases. Further, job growth has recovered to pre-2008 levels; however, skill shortages exist in a number of industries including IT, skilled trades, and healthcare, with the latter two direct consequences of the aging boomer group which continues to cause major changes in Canada’s economic landscape. Savings account for 6.1% of disposable income with no expectation of change in the near future. Annual disposable income grew in 2011 by a slight margin of 0.3% to nearly $30,000 for the average Canadian with higher numbers seen in more urban population centres such as Vancouver, Calgary, Toronto, Ottawa, and Montreal. (Euromonitor, 2012) Socio-cultural Canada’s population (34.8M in 2012) is growing but at a slowing pace with the median age (40.1 in 2012) rising (again, boomers). The country’s population growth is attributed to increased numbers of immigrants landing on Canadian shores, highest amongst large global economies, with 20% of the country’s total population being foreign-born and two-thirds of that existing in Vancouver, Toronto, and...
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...C H A P T E R 7 Work-Related Stress and Stress Management Learning Objectives AFTER READING THIS CHAPTER , YOU SHOULD BE ABLE TO : I Define stress and describe the stress experience. I Outline the stress process from stressors to consequences. I Identify the different types of stressors in the workplace. I Explain why a stressor might produce different stress levels in two people. I Discuss the physiological, psychological, and behavioural effects of stress. I Identify five ways to manage workplace stress. S ylvia Noreen thought that working at a small hospital in Prince Edward Island would reduce the stress she had experienced as a nurse in Ontario for 17 years. Instead, she discovered that Stewart Memorial Hospital nurses in Tyne Valley also experience unacceptable stress levels due to budget cuts and staff shortages. “There can be a lot of demands made on you,” says Noreen. “The workload can get quite strenuous at times.” With no vacations during her first year at Stewart, Noreen’s scheduled days off were precious time to recharge her batteries. Unfortunately, those moments were fewer than she had hoped. “We’re faced with being called back on our days off,” Noreen says. “It is trying at times.” Canadian nurses and other health care workers are feeling some of the highest levels of stress and burnout of any occupation across the country. With Montreal-area emergency rooms filled to 167 percent, nurses at St. Luc Hospital in Montreal recently...
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...The Canadian pension system, funded from the Government of Canada’s general revenues is comprised of three programs. The Old Age Security (OAS) program includes the basic OAS pension, the Guaranteed Income Supplement (GIS), and the Allowance for Survivors.(social work) Old Age Security provides benefits to Canadian residents at the age of 65 and who have resided in Canada for more than 10 years after age 18. To receive the full monthly benefit of $540.12, an individual must have lived in Canada for a period of 40 or more years after the age of 18. OAS benefits are not dependant on paid employment or the income of a spouse or partner. Individuals who earn more than $69, 562 will have their OAS benefits “clawed back” and those with an income exceeding $122, 772 are not eligible to receive the OAS benefit. The Guaranteed Income Supplement provides benefits to low income seniors who are also receiving OAS. The federal government has recently introduced policy changes to the Old Age Security and (GIS) benefits, specifically increasing the age of eligibility from the current age of 65 to 67. These changes are to be fully implemented by the year 2029. As an advocate for low income seniors, the policy changes to the OAS/GIS eligibility requirements will be analysis and recommendations will be made that there is no financial reason to amend the Old Age Security Act and in doing so the adverse affects to lower income earners will be numerous. The Canadian government, under Conservative...
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...In the past century, there has been a dramatic change in how the world views women and their roles in society. Specifically, how life for Canadian women has changed and how women from different cultures and countries each face unique problems in being respected and treated as equal members of society. Women have gone from being valued only as housewives in the fifties to CEOs in modern times. This is a remarkable achievement which should have come sooner. Although, even in today’s society women are still subjected to unfair and unjustified prejudice, stereotyping, sexism and conservative old fashioned gender role ideas. Women were believed to be passive and weak which is a complete contrast to how most of the world views women today. When compared...
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...Test adaada dadada adada adada adada ada Brown, P. (2004). Promoting work/life balance in a ‘hurry culture’: Issues and challenges. Retrieved March 14, 2005, from Griffith University website: www.gu.edu.au/ins/collections/proflects/brownp04.pdf Csikszentmihalyi, M. (1997). Finding flow: The psychology of engagement with everyday life. New York: Harper Collins. Duxbury, L. & Higgins, C. (2003). Work–life conflict in Canada in the new millennium: A status report (Final Report). Retrieved March 23, 2005, from www.hc-sc.gc.ca/pphb-dgspsp/publicat/worktravail/report2/ Duxbury, L., & Higgins, C. (2001). Work-life balance in the new millennium: Where are we? Where do we need to go? Retrieved on March 23, 2005 from: www.cprn.org/en/doc.cfm?doc=52 Haché, L., Redekopp, D. E., & Jarvis, P. S. (2000). Blueprint for life/work design. Memramcook, NB: National Life/Work Centre. Hassen, F. (2004). Sleep deprivation: Effects on safety, health and the quality of life. Retrieved February 25, 2005, from www.cameraguild.com/safety/sleep-deprivation.htm Hill E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, 50(1), 49. Honore, C. (2004). In praise of slowness. San Francisco: Harper. Isherwood, C., & Cajic, N. (1998, November). Burnout-proofing your employees. Training Report. Retrieved on March 23, 2005...
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