...Even in a world of trying to make men and women equal. That is definitely still not the case. Research shows that although women can do all of the same jobs that men can do, women are still paid less than a man even if it is for the same job. There are speculations on why women make less money, some say it is because men are the providers for their family, or because many women don’t work full time because they have a family to take care of at home. There is also other research about racial discrimination playing a role in the pay gap as well. Every state is a little different and has developed a little bit differently. Some states still have racial problems, some still believe that it is a man’s job to bring home the money to support a household and some do feel that men and women are close to being equal. With that being said every state has a different pay gap between men and women. “The best place in the United States for pay equity is Washington, D.C., where women were paid 91 percent of what men were paid in 2013. At the other end of the spectrum is Louisiana, the worst state in the country for pay equity, where women were paid just 66 percent of what men were paid.” (Hill, 2015) This shows how the wage gap varies, and even though in Washington D.C. women make 91 cent to every dollar that a man makes that still adds up to quite a bit of money over a lifetime. “Over a 40-year working career, the average woman loses $431,000 as the result of the wage gap.” (Glynn, 2012)...
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...Accept things as they are Jane has three avenues to pursue in relation to her career. Jane’s first option is to stay in her current position as manager at her current pay rate and keep pursuing Ralph about getting her salary on par with what it should be; in other words to “accept things the way they are” and support S&J’s policies. Jane’s second option is to leave her position at S&J in pursuit of a career that will compensate Jane with the salary that matches her responsibility and skill level; it would behoove Jane to have a job to transition into prior to leaving her position at S&J. Jane’s final and best option would be to hire a lawyer in order to file a lawsuit against S&J for violation of the Equal Pay Act established in 1963. “The Act prohibits sex based discrimination in rates of pay for men and women working in similar positions”. The fact that Bob Thomas is making more than Jane while at a lower position but similar job description is the very reason the Equal Pay Act was established; to protect people like Jane from sexist organizations like S&J. The federal government would have a major influence in this case as they are responsible for the enforcement of the Equal Pay Act. Being that Jane is a manager in the accounting department of S&J she has documented and intimate knowledge of the unfair pay situation she has been placed in; with proper legal representation Jane has a very strong case against S&J. References: Byars, L. L., & Rue, L. W. (2011). Human resource...
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...REFERENCES 1. Ashton, Deborah. "What HR Can Do to Fix the Gender Pay Gap." Harvard Business Review. Harvard Business Review, 02 Dec. 2014. Web. 08 Oct. 2015. 2. What We're Watching in the Gender Wage Gap. (2010, September 1). Retrieved October 8, 2015. 3. Neale, M. (2015, June 29). More Reasons Women Need to Negotiate Their Salaries. Retrieved October 8, 2015. 4. Maatz, L. (2014, April 5). The Awful Truth Behind the Gender Gap. Retrieved October 9, 2015. 5. Smith, K. (2014, April 10). The Gender Pay Gap Is Just the Beginning of America's Pay Inequity Problem. Retrieved October 9, 2015. 6. The Simple Truth about the Gender Pay Gap (Fall 2015) (AAUW: Empowering Women Since 1881) 7. Mind the Gap: How One Employer Tackled Pay Equity. (n.d.). Retrieved October 9, 2015. 1. It’s no secret that women are paid less than men, even when occupations are held constant, and even when those occupations are high-pay and high-skill. According to the Bureau of Labor Statistics, the median weekly earning for American female physicians working full-time is $1,497, while for men it is $2,087. A 2013 BLS report shows pay inequity by occupation for women of all races: women in architecture and engineering occupations earn 83.7% to the dollar in comparison to men and in computer and mathematical occupations 81% to the dollar in comparison to men. When Forbes analyzed 2012 median weekly earnings of full-time wage and salary workers data from BLS for the top-paying professions...
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...A Study of pay Inequity between Genders Abstract As long as an American woman is putting in the same amount of hours with the same qualifications and experience in the same occupation as an American male, and yet taking home a wage that is any lower, she is not being treated fairly as an equal. Contrary to many arguments, it is unquestionable that a wage gap exists, and while there are various ideas as to the most probable cause, there is no reason why this gap should continue to go uncorrected or unchanged. Our government should take concrete steps to close the gender wage gap because it violates women’s rights and equality. The story begins at a local Radio Shack, it is Friday, payday. As employees open their paychecks, they are awaiting their annual raise. As one employee, Neha opens up her paycheck she finds she has not yet received a raise; she has waited all year for this raise. She is very sad to find she did not receive one. She begins to think maybe she did something wrong. She starts to think back through the year, and cannot seem to come up with any solutions as to why she did not receive one. She worked especially hard that year in hopes to receive a good raise and felt she deserved to be recognized for it. In the break room she overheard her co-worker John bragging to their colleagues about his second raise. Now John is making a dollar twenty five more per hour than her even though they both have been working at Radio Shack for...
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...properly throughout the organization. Our hypothesis is that the wage and salary policies of ABC Company are administered ethically and legally across all units of the company. Is there pay equity and discrimination among women and men in the workplace? Congress passed anti-discrimination legislation including the equal pay Act of 1963. Women are still struggling for equal pay in the workplace. According to the Labor Department data show that for 35 to 44 year olds, the earnings ratio of women and men rose from 58 percent in 1979 to 77 percent in 2006 (Labor Department 2006). After researching, the Institute for Women’s Policy Research 2014, states the change in wages for women equal pay is a slow process and it will take nearly fifty years for women to reach the pay as men. The Institute for Women Policy also express that women earn less than men in almost any occupation (Institute for Women’s Policy Research 2014). “A significant wage gap is still with us, and the gap constitutes nothing less than an ongoing assault on women’s economic freedom,” declared U.S. Rep. Rosa L. DeLauro, D-Conn. (Thomas J. Billitteri, 2008, pg.243) As we look at Wal-Mart one of the largest retail giant that was sued for sex discrimination filed by Betty Dukes, and other female Wal-Mart employees for pay, promotions, and job assignments in violation of the Civil Rights Act of 1964....
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...The Comparable Worth Debate March 20, 2012 The Comparable Worth Debate Comparable worth means getting the same amount of pay for jobs of equal value in an organization. This is completely different from the concept of “equal pay” which means that workers who perform the same duties with the same job title get the exact same wages. Comparable worth is a recognized strategy for determining job compensation. If an organization is going to put a specific value on a function, it should also put the same value on other functions that are of equal importance. Comparable worth remains an undeveloped concept. Many court cases have been heard in reference to comparable worth but the suits were unsuccessful as the procedure is not clear. (The Law and Compensation and Benefits, 2009) If a company values a position, they should show the employees that they are valued and appreciated through salary and wages. I am certain that most employees would agree. As the HR department’s director, James Bledsoe, should consider the issue of comparable worth for reasons that involve legal and ethical consequences as well as the organizational structure. The pay system that a company uses reflects that company’s culture. The culture determines the policies and guidelines that are in place, the company’s expectations, and the way that employees carry out the company’s mission. Employees are more likely to coordinate their behavior with company goals without the need for vast procedures and mounds...
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...or making it difficult to get there. Even though we have come a long way from how it was fifty years ago it’s undeniable that women still today are not accepted as an equal. Most women seem under-represented in upper management levels in many companies and getting paid less for the same work done by men. This paper will examine some of the obstacles that women have to face during their climb on the corporate ladder and once they arrive. I will also discuss how the gender discrimination has improved thru the years and explain what women are doing to try to break thru the glass ceiling. The Glass Ceiling Women have come a long way during the past century. They have flown alone across the Atlantic Ocean, they have been given the right to vote, they have gone in a rocket into space and they have even been elected to Congress. Even though all they hold all these achievements, women are still facing barriers and gender discrimination in the workplace. It has been shown that even if a woman has received the proper education and credentials, they are often not considered for the same job as a male with either equal or less credentials. This has created a greater gap in the income wage gap. Studies have shown that women without high school diplomas, on average, have an effective income less than that of men with equal education levels and years of work experience. (http://www.now.org/issues/economic/factsheet.html) Even though we have come so far, women are still not...
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...The expression glass ceiling had been used to describe the artificial barrier placed on individuals that prevent them from advancing to high ranking positions within an organization despite the fact they are qualified. Although the glass ceiling can be experienced by any individual, it is primarily encountered by women. While many people realize the glass ceiling is still intact, some believe it has been broken by women. There are many factors in today’s work environment that allude to the fact that women are still facing the glass ceiling. Understanding what is holding women under the glass ceiling and what they bring to organizations when in higher ranking positions will make it all the more possible for women to break through the glass ceiling. While some women have broken through the glass ceiling, many still feel as though they are being held back. In a 2011 study it was found that in America women made up less than eighteen percent of senior managers in companies (Too Many Suits, 2). This small number can be contributed to many factors that keep women from advancing in the workplace. A primary reason holding women back is the outdated gender roles that are rooted deep inside many people’s minds. Professor Macarie and administrative and communication specialist Moldovan agree with Snowdon, Guardian business editor, in the belief that gender stereotypes have a lot of impact on keeping women from advancing in the workplace. Generally women are perceived as emotional...
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...women were to prove their husbands of both adultery matrimonial offences. This made gaining a divorce difficult; therefore when the grounds for divorce were equalized in 1923, they were 50 times more divorces each year than they were in 1921. This increase illustrates that once given the opportunity most couples decided to separate, and this was mainly due to being legally allowed to do so. Another example of a change in the law which led to an increase in divorce, is the introduction of Legal Aid (1949) which made divorce cheaper and accessible to all social classes, item B suggests that divorce was hard to gain and this law made it easier for people to get a divorce, this made getting a divorce easier as it which provided people unable to pay for a solicitor with free legal aid, thus increasing divorces for people who did not divorce due to financial reasons. In 1969, the government widened the grounds for divorce and due to this law divorce rates doubled. Women were free to leave their husbands simply because they were unhappy with the relationship that they were in. Many couples could separate without being abused or due to adultery, and so other small factors led them to be...
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...of the worker’s worth, and to the position or the duties required to accomplish the job duties. Compensation could and should provide motivation for the worker or applicant to perform to the best of their abilities, not simply clock in and clock out. WHAT IS COMPENSATION The meaning of compensation is as followed, a fundamental component of employment and a critical issue for management and policies set in place. It traditionally refers to wages of employment, to include base pay or salary, bonus or incentives, benefits, and non-cash compensations. Organizations need to set and communicate clear principles by which workers are paid. In the least, they should ensure compensation policies adheres to employment standards and legislation. Some compensation elements governed by regulations are Minimum wage, holiday pay rates, overtime pay, payment methods and times, deductions, equal pay, and vacation pay. Also, many companies adopt compensation principles that ensure fairness and equity in pay rates and salary administration, and transparency in compensation practices. COMPENSATION POLICIES: An effective...
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...1) Why is it important for an organization to have a clear definition of diversity? Diversity has been defined differently due to an intense history of civil rights. Because of this, it is very important for everyone within an organization to have a common understanding to avoid potential conflict. Although many see diversity as simple as race and gender, this definition limits of deeper, complex understanding of how the differences in everyone, and the way that these differences can be beneficial for the entire workforce. 2) Distinguish between surface-level diversity and deep-level diversity. Why is it important to understand the difference between the two? Surface-level diversity is defined as the “easily perceived differences that may trigger certain stereotypes.” Deep-level diversity refers to the “differences in values, personality and work preferences.” The differences matter because of the way they affect the members of the workforce. The demographic characteristics that we tend to first think of when thinking of “diversity” (things such as race, gender, age and ethnicity) affect the way people perceive others, especially when it comes to assumptions or stereotyping. Deep-level differences affect the way people communicate, react to their leaders, negotiate, view organizational work rewards, and their general behavior at work. 3) What are the major trends in the changing populations of the United States and the world? Statistics from the 2010 U.S. Census...
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...Wages: Is There Really a Gender Pay Gap Abstract The wages used in the following research paper were taken from a population of 100 workers and divided by 12 descriptive statistics. The purpose of this research is to determine if there really is a gender gap with wages. The following descriptive statistics were used: wage, industry, occupation, education, location (from the south or not from the south), non-white, Hispanic, female, ex-military, marital status, age and Union. This research paper will include the problem statement, research question, hypothesis, definitions, presentation of data, conclusion, implication, recommendations and reference page. This research paper is composed from peer reviewed journals and references are available on the last page of this research paper. Wages – Is there really a Gender Pay Gap Introduction Is the United States work force still facing the issue of gender pay gap? According to The American Association of University Women (AAUW) it’s real, it’s persistent, and it’s undermining the economic security of American families. This research paper will define that there is indeed a pay gap between men and women working full time in the United States. (Linda D. Hallman, CAE AAUW Executive Director, 2012) Problem Statement The American Association of University Women (AAUW) has been on the front lines of the fight for pay equity since 1913. AAUW members were in the Oval Office when President...
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...compensate their employees based on the Comparable Worth concept without violating the federal legislation? Companies have many laws they have to follow and by basing the compensation on comparable worth, the companies are letting the employees know they matter to the company. Compensation is “something given as an equivalent for services (Compensation, 2012).” Compensation is given in different types such as base pay, commissions, overtime pay, bonuses, travel, stock options, and benefits (HR Guide, 2012). The benefits of base pay are that the employee is sure to always have a pay check and paying bills will not be an issue. The disadvantage of base pay is making sure it is equivalent to the amount of work the worker is doing. The benefit of commission is that the pay for a commission job is almost always more than just base pay. The disadvantage is that a pay check is not always guaranteed if you do not sale product (Rumbauskas, 2010). The benefits of overtime pay are having a more flexible workforce and an increase in earnings for employees. The disadvantages of overtime pay are that the cost is more for the company, fatigue, and inefficiency from the employees (Manage Overtime, 2012). The benefits of bonuses make it...
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...Week 1 Memo Assignment University of Phoenix InterClean, Inc. MEMO To: InterClean First Level Managers From: Jenifer Wilson, Sales Manager CC: David Spencer, Janet Durham and Tom Jennings Date: September 14, 2009 Re: Merger of InterClean, Inc and EnviroTech ________________________________________________________________ As I am sure you all have heard, InterClean, Inc. has decided to merge with EnviroTech in an attempt to increase the company’s global presence. In addition, we will now be able to position ourselves to gain a larger share of the marketplace. In light of this incredibly exciting news and the numerous recent changes, there is some information that is necessary to communicate with you. The first point that I would like to touch upon has to do with the management team’s behavior. Managers must understand how imperative it is that their behavior can have both positive and negative impacts on the productivity of the sales force. As you may have heard, our sales representatives will now be grouped into multifunctional teams. In order for the reps to provide outstanding service, they will be going though some very extensive training. In turn, to ensure that managers are leading by example, they will go through the same extensive training. Please refrain from speaking negatively about the organization or the merger. Equally important is the fact that all managers show that the merger is a good thing for both companies. Your behavior should...
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...a disability within the meaning of the ADA. | Correct Answer: | It is now easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA. | | | | | * Question 2 0 out of 3 points | | | Valid and reliable job evaluations result from which two conditions?Answer | | | | | Selected Answer: | The results are consistent; data was taken under similar conditions. | Correct Answer: | data from multiple sources; using multiple collection methods | | | | | * Question 3 3 out of 3 points | | | Universal compensable factors are derived from which federal Act?Answer | | | | | Selected Answer: | Equal Pay Act | Correct Answer: | Equal Pay Act | | | | | * Question 4 3 out of 3 points | | | These indicate the name of each job within a company's job structure.Answer | | | | | Selected Answer: | job titles | Correct Answer: | job titles | | | | | * Question 5 3 out of 3 points | | | Which job evaluation method entails ordering jobs on the...
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