...00 for the female (based on Bureau of Labor Statistics)... Employers are not complying with the current EEOC laws as the pay gap is becoming wider, especially in some professions. The EEOC law should be changed to require them to conduct audits of employers with more than 100 employees, to assure compliance with the law. The Fair Labor Standards Act of 1938 was updated in 1963 when congress passed the Equal Pay Act, clearly stating that employers cannot discriminate on the basis of sex by paying wages for equal work less than wages paid to the opposite sex. The problem is that the EEOC who administers the law is a reactive rather than proactive body. They respond and investigate when complaints are received, and even then, all cases are not investigated. The EEOC is a five member, bipartisan committee that “receives, investigates and conciliates complaints” of workplace discrimination (EEOC.gov). If the EEOC finds patterns of workplace discrimination, it has the power to refer that information to the Department of Justice for further recourse...
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...Sasha Klaeb WMST 101 7 May 2013 Assignment 4: Women and Work Question 1, The Glass Escalator: In “The Glass Escalator,” Christine Williams studies the way men are treated and their experiences when working in female dominated occupations, and finds that there exists a glass escalator for men working in these jobs. First, although Williams acknowledges that the proportion of men and women in the labor force is approaching parity, there still exists significant job segregation relating to gender. Both men and women are relegated to single sex occupations, meaning that they work in jobs that society deems more appropriate for men and women. What Williams does in this paper is different from other studies because rather than focusing on women in male dominated occupations and the barriers they face, she studies the underrepresentation of males in predominantly “female” occupations. She examines four typically female dominated occupations: nursing, librarianship, elementary school teaching and social work, and studies the implications of men working in female occupations. From these studies, she finds that unlike females in male dominated jobs, men do not face any discrimination and are in fact promoted and move up the ladder at a much faster pace than women. As one employee put it, there is a preference for men in these female occupations. Williams found that the more female dominated the job or specialty was, the greater the preference for men. The glass escalator...
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...pay, in around 1994 the ratio leveled off suggesting an end to progress (See Figure 6.1, McCall 22). The differences in pay are widespread and pervasive applying not only to female-oriented jobs but to any jobs in which men and women both engage. Only at the bottom of the wage scale do women’s and men’s pay tend to converge because of the effect of the minimum wage. Statistics from 2005 show women earning only 0.77 of what men earn (Weinberg 26). Research has brought out many factors that seem to be influential, such as number of hours worked, experience, and differences in employers (Weinberg 26). However, such explanations do not offer much hope for improving the situation so as to make equal pay a reality. The recently passed Ledbetter Bill has closed some loopholes, but it is unlikely to have a significant effect on ending pay disparities (Erbe). Some might argue that the government can do no more since these disparities result from factors other than gender discrimination. However, as long as women make considerably less than men in similar jobs, women are second-class citizens and not full participants in society. I strongly urge Congress to craft and pass legislation that recognizes the existence of gender pay disparities as an indication of discrimination so as to force companies and other organizations to provide their women workers with pay equivalent to men’s pay. Issues While it is true that positions that typically employ women pay less than many...
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...the American people from crisis into a bright new beginning. In his Inauguration speech, he claimed to mend the financial crisis by stimulating jobs and laying a “new foundation for growth” (Naughton, “Inauguration speech”). He promised to rebuild the Nation’s foundations such as roads, bridges, electric grids, and digital lines, to revive the prosperity and importance of science, to increase the care and lower the cost of health care, to mend the threat of global warming, to enact peace with Afghanistan, to withdraw from Iraq, and to transform the educational system to meet the conditions of a new era (Naughton, “Inauguration speech”). Throughout his first year as president Obama has enacted many policies and regulations such as the Lilly Ledbetter Fair Pay Act, Recovery and Reinvestment Act, and Health Care Bill. However, has Obama stayed true to his original promises stated throughout his campaigns, in his Inauguration speech, as well as his first State of Union speech. Has Obamba’s first year been a success or a failure? This essay will explore the history of Obama’s ascend to presidency, his success and failures, and an overall evaluation of Obama’s first year in office. The Rise of Barrack Obama Obama was born on August 4, 1961 in Honolulu Hawaii to parents Ann Dunham and Barack Obama Sr. His parents later separated and divorced when he was only two years of age. His father left his family to pursue “P.h.D. studies at Harvard and returned to his home country, Kenya, in...
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...change. 3. __F__ Drug testing in today’s organization is conducted not to eliminate illegal substance at the point of hire, but only to catch those using it in the workplace. 4. __F__ Type A behavior is characterized by a procrastinated sense of time urgency, excessively competitive drive, and difficulty accepting and enjoying leisure time. 5. __F__ the purpose of job analysis is ONLY concerned with the amount of money that is paid to the employee for following their job description. 6.__T_ some stress in organizations is absolutely necessary; without it, workers lack energy. 7._T__ Employee assistance programs (EAPS) are specific programs designed to help employees with personal problems. Multiple Choice: Please select your answer and place it in the space before the question (11* .25 each = 2.75 points) 8. __E__ The Human Resource Management process consists of which basic functions listed in our textbook, which are subsets of management? a. Staffing b. Planning c. Organizing d. Controlling e. leading 9. __C__ The Lilly Ledbetter Fair...
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...Journal of Business Studies Quarterly 2010, Vol. 2, No. 1, pp. 65-82 ISSN 2152-1034 Gender Compensation Discrimination: An Exploration of Gender Compensation Gap and the Higher Education Connection Judith E. Grey-Bowen, Miami-Dade County Public Schools Donovan A. McFarlane, The Donovan Society LLC and Frederick Taylor University Abstract The purpose of this paper is to examine the gender gap and the potential factors that contribute to income inequality. Since the passing of the equal pay act, the median weekly earnings of women is still just seventy eight cents on each dollar that men earn (Center for American Progress, 2010). To put this in context, the pay gap in 1970 was sixty two cents and in 1992 it was seventy five cents (Institute for Women’s Research, 1993). Undervaluation of women’s work, occupational gender segregation, and discriminatory treatment in the workplace continue to hamper efforts to reduce the gender pay gap. A pay check is women’s and men’s most important source of income. Therefore, it is surprising, discriminatory and unfair to know that after both genders have worked satisfactorily on the same job; they do not receive the same pay. The gender pay gap is the best way to measure pay inequality between men and women. The authors discuss Gender Compensation Discrimination and examine the historical trends in pay difference, the various causes and the methods and paths considered for closing the Gender Compensation Gap. Key words: Gender Compensation...
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...Fair Compensation Research Team A Patricia Hailey, Cynthia Whitelow, Jim Loncar RES/351 March 22, 2014 Darron Williams Introduction and Problem Statement ABC Company is currently involved in litigation involving a current female employee’s complaint that the company unfairly administers its wage and salary policies between male and female employees performing the same job. The goal of the research is to determine if ABC Company policies are current, ethical, fair, legal, and administered 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...
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...Major HR Responsibilities of Line Management 15 HR Managers' Resonsibiiities: Disciplines Within HRW? 16 The Legal Environment: EEO and Diversity Management 17 Staffing 17 Training and Development 20 Employee Relations 20 Labor and Industrial Relations 20 Compensation and Benefits 20 Safety and Security 21 Ethics and Sustainability 21 HRM Careers 23 The Society for Human Resource Management Other HR Organizations 24 Professional liabiliy 24 23 The Practitioner's Model for HRM The Model 24 Sections of the Model 25 24 Trends and Issues in HRM 27 Technology and High-Performance Work Systems 27 Increasing Globalization 28 Ethical Issues—Reverse Discrimination Wrap-Up 28 29 Chapter Summary 30 Case 1.1 33 Chapter 2 Strategy-Driven Human Resource Management SHRM 38 39 Strategy and Strategic Planning in the 21 st Century The External Environment 41 41 Strategy 45 What Is...
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...INTRODUCTION Human Resource Management is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives. HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce using an integrated array of cultural, structural and personnel techniques (Storey, 2001). Beer et al, (1984) defined HRM as a strategic approach to the management of human resources that involves all management decisions and actions that affect the relationship between the organisation and employees. John Storey (1987) believes that HRM can be regarded as a ‘set of interrelated policies with an ideological and philosophical underpinning’. He suggests four aspects that constitute the meaningful version of HRM: 1. a particular constellation of beliefs and assumptions; 2. a strategic thrust informing decisions about people management; 3. the central involvement of line managers; 4. Reliance upon a set of ‘levers’ to shape the employment relationship. In today's litigious workplace environment, being on top of legal issues that directly affect individual employees and organization is critical to the success of the HR profession. In this study, we will critically analyze and evaluate legal issues as it affects the functions of HRM in Nigeria and...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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