The Impact Of Race On The Gender Wage Gap And Women Overall

The Impact Of Race On The Gender Wage Gap And Women Overall
Equality of wages in America is of high concern and has been for a long period of time. On no account of America's history, have women and
men's wages ever been equal, rather they have always had a significant gap between them. This has seen women as undervalued, causing a lot of
discrimination and hardship in the workplace for women. Especially for women of color the wage gap is even larger. The pay gap in America affects
women of all ages, races, and education levels but what can they do to close it?
"What is the impact on race on the gender wage gap and women overall" is a topic everyone should be informed. I chose this question because one i'm
a young woman and as a young women i'm constantly reminded that women are below men and we ... Show more content on Helpwriting.net ...
It refers to unequal treatment or perceptions of people based on gender. Many people will agree because there's a lot going on about double standards.
Since the 1920's women have been put after men. "Now in modern times, the realization that men and women can produce the same results, have the
same education, and have the same capacity to accomplish the same overall tasks as men is becoming more popular" (Varnell)1. People are starting to
realize that women can accomplish the same things as men but they still don't get their recognition. Gender inequality seems to have more problems in
the workplace.
The gender pay gap has been an issue forever. Wage discrimination exists when workers are equally qualified and perform the same work but one
group of workers is paid more than another. "The American Association University of Women is releasing a new study that shows when men and
women attend the same kind of college, pick the same major and accept the same kind of job, on average, the woman will still earn 82 cents to every
dollar that a man earns" (Coleman)1. The pay gap is even greater for African–American and Latina women. African–American women earning 64 cents
and Latina women earning 56 cents for every dollar earned by a white non–Hispanic man. Of course it's a racial issue because the caucasians have
always been the superior race. African American and Hispanic women are significantly less likely to graduate from high school or to get a bachelor's
degree than white
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Women's Role And Image Of Women
Within industrialized nations, the role and image of women has undergone profound changes over the past few decades. Female participation in the
workforce has increased steadily and societal attitudes towards women engaging in paid work have undergone significant change (Schwartz, 1988).
These historical shifts have made the equality of women and men in society and the workforce an attainable goal. The participation of women in paid
labour has challenged traditional gender roles and the societal ideal of the nuclear family with a sole male breadwinner. However, the primary
responsibility of childcare continues to fall upon women.
There are biological and social realities that must be taken into consideration when creating workplace ... Show more content on Helpwriting.net ...
Virtually all countries worldwide have implemented legislation that offers maternity protection, however the level of support provided for new parents
varies internationally (Addati et al., 2014).
The United States and Canada are two countries with close cultural ties; however, the history of family policy and implementation of parental leave
differs significantly between these nations. This paper will provide an analysis of the parental leave guidelines in Canada and the United States; the
historical, ideological, political, and economic factors that have influenced policy decision making; the impacts of paid maternity leave on
employment and maternal and infant health; future implications of parental leave policy; and desirable policy development for both of these
nations. The parental leave policies of Canada and the United States make for a rich policy comparison. There are several key differences between
the policy approaches of these countries. These policy differences are the result of a variety of factors that can by compared and contrasted to develop
an understanding of how these policies came into fruition. In addition to the distinct differences in the policy routes taken within these countries in
regards to parental leave, there are a number of less prominent similarities that can be examined as well. An important aspect of any comparative social
policy research is

Hr at Dell
Dell's benefit programs are key to Dell's Winning Culture and Rewards Strategy. Dell's benefit plans are designed to maintain and enhance employee
productivity and further Dell's operational goals by assisting employees as they plan for major life events, such as illness, disability, retirement and
death. Dell ties benefit program design and costs to market median; however, "Employee Perceived Value" may be above market. Benefits are
appropriate rather than cash compensation when: Required from a legislative or competitive standpoint; More efficient from a tax and risk standpoint
to maximize the economic value of the employee's total compensation; Leveraged buying offers a significant advantage to employees.
Taking Time For Yourself– Home ... Show more content on Helpwriting.net ...
Casual Leave balance reflecting on March 31st cannot be carried forward or encashed
Sick Leave:
Sick Leave can be availed in case of employee's medical requirements.
All employees who are confirmed and who are on probation are eligible for 8 days of Sick Leave per annum. This leave will be credited in advance on
01st April (4 days) and 01st October every year (4 days).
Employees joining after 01st April will be eligible for Sick Leave on pro–rata basis @ 0.67 days leave per month.
Sick Leave for more than 2 days will have to be supported by a medical certificate provided by a registered medical practitioner.
Dell's Ethics and Code of Conduct require supporting documents to be provided in case of an investigation. Failure to provide documents could lead to
disciplinary action including and up to termination.
Sick Leave balance can be carried forward and accumulated up to 90 days.
Encashment of sick leave is not an option under any circumstance.
Maternity Leave:
All female employees who are confirmed and who are on probation are eligible for 12 weeks of maternity leave.

Maternity leave would need to be a mix of pre and postnatal leave but not exceeding 12 weeks in all.
Weekly offs falling in between maternity leave would also be considered as leave.
A female employee will be eligible for maternity benefit if she

The Family And Medical Leave Act
Throughout time and history women are perceived as a housewife, mothers, and givers; while men are breadwinners, fathers, and receivers. Women
have strived to change this stereotype for years, and while sometimes this stereotype disappears for a subtle moment, it always will resurface.
Especially, when it comes to maternity leave. Men and women are given an equal amount of time to care for a newborn, but somehow the father
returns to work in a matter of days. Why is that, you may ask? It is because America has generalized American into their known stereotype. And
because of this, we see men returning to the workforce in a short amount of time. Men, along with women, should have a paid extension from the
Family and Medical Leave Act to care for their child, create the bonding link between child and parent, while tearing down the stereotypical assumption
wall between man and woman. In the United States, maternity leave is considering under the Family and Medical Leave Act. The Family and
Medical Leave Act was constructed by the U.S. Department of Labor in 1993. This act states, "an eligible employee shall be entitled to a total of 12
workweeks of leave during any 12–month period for one or more of the following: (A) Because of the birth of a son or daughter of the employee and
in order to care for such son or daughter. (B) Because of the placement of a son or daughter with the employee for adoption or foster care. (C) In order
to care for the spouse, or a son, daughter, or

Myth Gender Based Wage Gap
Myth – Gender Based Wage Gap
Raaga Agraharam
Soc 101
Introduction:
On January 29, 2016, The White House Press Office released a FACT SHEET on new steps to advance equal pay for women. This FACT SHEET
states that,
"the median wage of a woman working full–time all year in the United States is about $39,600–only 79 percent of a man's median earnings of $50,400"
(The White House, 2016).
However, many scholars and economists disagree that a gender wage gap exists. In addition, conservative political experts and bloggers promote the
notion that gender based wage gap is an idea propagated by feminists, women empowering organizations, and progressives. However, almost all the
working women in the United States, and organizations such as Institute for Women's Policy Research (IRWP), and American Association of
University Women (AAAU), strongly believe in the existence of the gender wage gap.
This sociological issue of equal pay for women is extremely relevant in today's environment where women perform equal work as men in many
occupations. Furthermore, with almost 50% of the work force being women, women contributing equally to the family income, and a large number of
women being the single parents supporting children, lack of equal pay over time could increase the poverty rates for women (White House, 2016). In
addition, IWPR's 2015 report on the status of American women, states that if women receive equal pay for the same work, poverty rate among women
will see a

Answer to the Question
Managing Human Capital Assignment Teacher: Rejendra Kumar Student: Anderson Olascoaga Zavaleta ID student: 0704IBIB0409 Date: 17/09/2010
––––––––––––––––––––––––––––––––––––––––––––––––– Question a. Do you think it is a good idea on the part of any management to award
employees with merit issues? Why or why not? Discuss and debate. What factors should management consider in your opinion? Substantiate with
many relevant organizational examples (Discussion on how to motivate employees at the workplace should be seen as it has become a challenge for
employers today. Some Employers do give ESOP, Profit sharing, Scanlon plan, Annual Bonus, Gain sharing and Merit plans. Give relevant examples).
... Show more content on Helpwriting.net ...
An employee earns the wage for the standard unit of time for finishing the task regardless the actual time needed. (Patten, 1977) Bonuses Bonus is not
part of employee's base pay and is a one–time payments. Overall, It is less expensive to the company than other pay increases, in reason that they do
not become part of employee's base wages. Bonuses also are employed to reward contributions of new ideas, get professional certifications or
developing new skills. When the performance by both the employee and the company are good, bonuses increase. When both are bad bonuses
decrease. When a year was good for the company and an employee has done a not satisfactory performance, the majority of employers base the
employee's bonus on individual performance. (Mathis and Jackson 1999) Example 01 ABB Peru, give an annual bonus to the employees
according to their base pay if the performance of the company in the year was good and the whole company reached all of its important year's
goals. In this way all the company are involve to have success in their own task and frequently help each other and they are able to participate in
different issues to improve the company. Merit pay A merit pay program connects an increase in base salary to how successfully an employee
performs his or her job. (Bohlander and Snell 2010) Lump sum merit pay Under this type of plan,

Evaluation of Flexible Benefit Plans
Evaluation of Flexible Benefit Plans
Table of Contents
INTRODUCTION ........................................................................................1 Purpose of the Report ...............................................................................1
Scope of the Report .................................................................................2 Sources and Methods ...............................................................................2
TRADITIONAL vs. FLEXIBLE BENEFIT PLANS ................................................2
ADVANTAGES OF FLEXIBLE BENEFIT PLANS ...............................................4 Increase Employees' Benefit
Satisfaction.........................................................4 Increase Benefit Plans' Efficiency.................................................................5 Gain Controllability of
Employer Contribution to Benefit Plans..............................6 Provide Better Communication of Benefits......................................................6 Help in
Recruitment and Retention................................................................7 Reduce Income ... Show more content on Helpwriting.net ...
Based on the analysis, the choice between these two benefit plans is made. However, the details of implementing such a plan will not be provided.
Sources and methods
This report is solely based on secondary research. Sources include academic journals, research reports, and trade publications. Majority of the sources
are acquired from World Wide Web and research database such as Business Source Complete, and selected based on their reliability, relevancy, and
recency.
Traditional vs. Flexible benefit plans
Employees' benefit plan is non–wage compensation, which means employees sacrifice part of their wages or salaries to exchange some other form of
benefits. The purpose of benefit plans is to increase the security of employees, which consequently reduces work absenteeism and promotes job
satisfaction. Some of the benefits in the plan include: retirement benefit plans, employee assistance plans, and group insurance (health, dental, life etc.).
However, the scope of benefit coverage has gradually been expanded; from traditional benefit plans to flexible benefit plans. Both of these two benefit
plans have different contents and emphases. Nowadays, about 60 percent of North American organizations prefer to use flexible benefit plans.
Traditional benefit plans were desired to meet the needs of the nuclear family (Cole & Flint, 2004), which is defined as an employed male head of
household, nonworking spouse,

Gender Wage Gap And Gender Inequality
Throughout history, discrimination has wielded its ugly head in many different forms. Things such as, but not limited to, race, religion, appearance,
beliefs and gender have consistently oppressed minorities. A continual discrimination that the women of the world are dealing with takes place in
what has been promised to be a fair and unprejudiced environment: the work place. This issue deals with women not being paid the same amount of
money as men even though they may be equally, if not more so, trained, educated and qualified for jobs. This historically stems from women being the
traditional 'caregivers' or 'homemakers' while men tended to be the 'breadwinners' of the household. This difference in pay based on gender is called the
Gender Wage Gap. The Gender Wage Gap is the difference in working pay earned by men and then working pay earned by women. The conventional
way to look at the gender wage gap is to compare full–time salaries earned by both of the genders. Up until the 1950's, it was accepted that men and
women were paid different amounts of money. Women were thought not to need to be paid as much as theirmale counterparts because they were not
the "breadwinners" of the family. In the 1960's, this all changed because people and unions from all across the country fought hard for the Equal Pay
legislation. It is now part of the Canadian Human Rights act. Canadian law now requires employers to pay men and women the same pay for the same
job and this is called "pay

Ridoran Manufactoring
Riordan Manufacturing Compensation Plan
Team B– Diana Barris, Nicole Bell, Jacqueline Chaney, Shawnda Davis, Hadeel Raouf,
Kelly Tyler
HRM/324
Annette Clark–Davis
February 11, 2013
Riordan Manufacturing Compensation Plan Riordan Manufacturing is a worldwide plastics manufacturer that is headquartered in San Jose, California.
Their organization has over 500 employees and prides themselves on providing their customers with high quality merchandise to satisfy their plastics
needs. They hold an ISO 9000 certification which is an organization that establishes and measures quality control. In order to meet or exceed the level
of quality required under ISO standards, Riordan Manufacturing will need to have knowledgeable and skilled ... Show more content on Helpwriting.net
...
64). The external equity is based on how the employee sees the company's pay structure and compensation system. What the employer pays, relative to
what other employers will pay for the same type of work. The Riordan Manufacturing Company works toward a fair base system, attracting, and
maintaining good workers when considering internal and external equity. Implementing job analysis, employee evaluations, work structure, pay ranges,
and pay grades are ways the company endorse internal equity. Marketing surveys, supplying a competitive pay system, and salary surveys are used to
implement external equity. This will allow the company to manage and implement a compensation structure that will add value and continue to make
the organization successful. Wage Management and Rationale Riordan Manufacturing's salary administration program was created "to achieve
consistent pay practices, comply with federal and state laws, mirror our commitment to Equal Employment Opportunity, and offer competitive salaries
within our labor market" (University of Phoenix, 2004, p. 11). Employee compensation is based on several factors including but not limited to job
analysis, evaluations, the duties and responsibilities of the job, and salary survey data on pay practices of other organizations in

Equal Pay Differentials
The debate of equal pay between men and women has been an ongoing issue for years and is still being debated to this day, the belief that men
deserve to be paid more than women solely based on gender, is an outdated opinion that is being addressed through different types of legal laws. The
Equal Pay Act of 1963 was "the first step towards an adjustment of balance in pay for women (EEOC, n.d.). The Equal Pay Act of 1963 is an
amendment of the Fair Labor Standards Acts, a federal statute of the United States. The Equal Pay Act of 1963 is a U.S. federal law enforced by the
U.S. Equal Employment Opportunity Commission (EEOC), and aimed at ending wage mismatch based on sex. . The Equal Pay Act of 1963 was
signed into law on June 10, 1963, by John F. Kennedy as part of his New Frontier Program (EEOC, n.d.). The Equal Pay Act of 1963 enforced that,
Employers ... Show more content on Helpwriting.net ...
Pay differentials are permitted, when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. These are known as
"affirmative defenses," Employers have the task of proving factors other than gender are the reason for pay differentials (SHRM.org, n.d.). Congress
expressed that sex discrimination, depresses wages and living standards for employees necessary for their health and efficiency, prevents the maximum
utilization of the available labor resources, tends to cause labor disputes, thereby burdening, affecting, and obstructing commerce, burdens commerce
and the free flow of goods in commerce, and constitutes an unfair method of competition (Wikipedia, n.d.). Due to the growth of women furthering
their education and interring into the workforce obtaining positions generally held by men, the Equal Pay Act of 1963 is vital in making sure women
are being treated and equally compensated for the work they do in occupations traditionally dominated by men. I guess some of you could have
probably guessed why I would pick this law, especially after the first

Paycheck Fairness Essay
Paycheck Fairness Act Valuing the Employee The Paycheck Fairness Act can aid an organization in laying the foundation to value employees
equally and add a level of transparency without retaliation. The vantage point of paying everyone equally, regardless of race, gender, religious and
/or sexual preference may seem as an obvious option as we are all created equal. The vantage point of paying a person what they are worth, what type
of experience they may bring to the table, or what value they could potentially add also provides a sensible solution to paycheck discrepancies.
Bridging the gap between understanding what value a person can provide and valuing the person is the debate which is quite emotional and full of...
Show more content on Helpwriting.net ...
It revises the exception to the prohibition for a wage rate differential based on any other factor other than sex, limits such factors to bona fide factors,
such as education, training, or experience. Additionally, it states that the bona fide factor defense shall apply only if the employer demonstrates that
such factor: (1) is not based upon or derived from a sex–based differential in compensation, (2) is job–related with respect to the position in question,
and (3) is consistent with business necessity. (Library of Congress, 2012) Among many of the other benefits provided by the potential passing of
the PFA is the ability to hold organizations and corporations accountable to report their statistics within a reasonable time frame. "The Act requires
the EEOC to survey pay data already available and issue regulations within 18 months that require employers to submit any needed pay data
identified by the race, sex, and national origin of employees. These data would enhance the EEOC's ability to detect violations of law and improve
its enforcement of the laws against pay discrimination." (How the Paycheck Fairness Act Will Strengthen , 2012) The complexity of this act is valid
and fair, and through the research it would indicate a gap would be left open to any individual or party to approach the

Strategic Management, Compensations And Employment...
Introduction Managers have always understood how important interpersonal skills are to their effectiveness. Recognizing the importance of developing
those same interpersonal skills is tied to the need for businesses to obtain and retain high–performance employees. Managers get things done. They also
get things done through other people. Utilizing the concepts of organizational behavior is crucial to being an effective owner and manager.
Understanding creativity, innovation, motivation, the strengths and weaknesses of employees, roles of management, and the different styles of
leadership are all important functions of management. Also, a manager must understand the organization itself. The roles and responsibilities of top,
middle ... Show more content on Helpwriting.net ...
Innovation and creativity linked together motivate both employee and management and create an environment that leads to invention and development
of products, processes, and new managerial ideas (Ford, 2000).
Maslow's Hierarchy of Needs Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his 1943 paper, "A Theory of
Human Motivation". His hypothesis stated that within every human being there exists a hierarchy of five needs. These needs are physiological: hunger,
thirst and shelter; safety: security and protection from physical and emotional harm; social: affection, acceptance and friendship; esteem: self–respect,
recognition, autonomy, and achievement; and self–actualization: the drive to grow and become something, achieving potential and self–fulfillment
(Maslow, 1954). Maslow is still relevant to managers today. In order to motivate someone a manager must understand what level of hierarchy the
person is on and focus on satisfying that level and those above it. The manager must also account for an individual's intensity, direction and persistence
since this also affects how a person attains their goals (Robbins & Judge, 2007).
Recruitment and SWOT Analysis An important goal of management and the Human Resource Department (HRD) is having the right people, in the
right place, at the right time (Armstrong, 1982). HRD uses recruitment to

Gender Inequality Of Equal Pay For Women
Introduction:
On January 29, 2016, The White House Press Office released a FACT SHEET on new steps to advance equal pay for women. This FACT SHEET
states that,
"the median wage of a woman working full–time all year in the United States is about $39,600–only 79 percent of a man's median earnings of $50,400"
(The White House, 2016).
However, many scholars and economists disagree that a gender wage gap exists. In addition, conservative political experts and bloggers promote the
notion that gender based wage gap is an idea propagated by feminists, women empowering organizations, and progressives. However, almost all the
working women in the United States, and organizations such as Institute for Women's Policy Research (IRWP), and American Association of
University Women (AAAU), strongly believe in the existence of the gender wage gap.
This sociological issue of equal pay for women is extremely relevant in today's environment where women perform equal work as men in many
occupations. Furthermore, with almost 50% of the work force being women, women contributing equally to the family income, and a large number of
women being the single parents supporting children, lack of equal pay over time could increase the poverty rates for women (White House, 2016). In
addition, IWPR's 2015 report on the status of American women, states that if women receive equal pay for the same work, the poverty rate among
women will see a reduction from 8.2% to 4%, an almost 50% reduction (Hess et

Oppression Of Women Essay
The oppression of women through occupationally established sex segregation and the gender wage difference remains an important economic
discussion. The overall gender wage gap has fallen significantly since 1890 to its current rate of 21.4%. Women are making great strides increasing
their labor market experience and skills. According to the Bureau of Labor Statistics Report 58.6% of women make up the labor force, 50.2% have
multiple jobs, and 75.4% of single mothers are in the labor force. Today more women are head of households. Despite all the progress a largegender
pay gap still exist. This is not simply a result of women's choices, but structural, economic and social barriers that limit women's ability to compete
resulting in lower pay. ... Show more content on Helpwriting.net ...
Many activists expected that, given women's loyal contributions to the Union women would be recognized along with African American men as full
citizens. Women's rights were governed by state and not federal laws. So when the northern states abolished slavery, black women gained rights to
marry, have custody of their children and own property. Women in the southern slaveholding states continued to be denied these basic human rights.
Legally black and white women now had the same legal rights, however race prejudice made it difficult for black and Native women to ensure these
rights in practice. Furthermore, legal status of free women depended on marital status. Marriage changed a woman's legal status because married
couples were seen as one person in the

Output
Human Resource Management, 12e (Dessler) Chapter 13 Benefits and Services 1) The indirect financial and nonfinancial payments employees receive
for continuing their employment with a company are called ________. A) reimbursement B) compensation C) salary D) benefits E) remuneration
Answer: D Explanation: Benefits–indirect financial and nonfinancial payments employees receive for continuing their employment with the
company–are an important part of just about everyone 's compensation. They include things like health and life insurance, pensions, time off with pay,
and child–care assistance. Diff: 1Page Ref: 446 Chapter: 13 Objective: 1 Skill: Concept 2) Nonfinancial payments like health and life insurance,
pensions,... Show more content on Helpwriting.net ...
Diff: 1Page Ref: 469 Chapter: 13 Objective: 1 Skill: Concept 8) What is the maximum number of weeks of unpaid leave that an employee may take
under the Family and Medical Leave Act? A) four B) six C) ten D) twelve E) sixteen Answer: D Explanation: Private employers of 50 or more
employees must provide eligible employees (women or men) up to 12 weeks of unpaid leave for their own serious illness, the birth or adoption of a
child, or the care of a seriously ill child, spouse, or parent. Diff: 1Page Ref: 470 Chapter: 13 Objective: 1 Skill: Concept 9) All of the following are true
statements regarding the application of the Family and Medical Leave Act EXCEPT ________. A) employers may require employees to provide
advance notice and medical certification B) eligible employees must have worked for the employer for at least one year C) employees must be
employed at job sites with at least 50 employees D) up to 12 weeks must be granted in a twelve–month period E) employees may take leave on an
intermittent basis Answer: A Explanation: Employers may require employees to provide advance notice and medical certification. Employees are
eligible if they have worked for the employer for at least one year and if the employer has at least 50 workers on site. Up to 12 weeks must be granted,
although the time may be taken intermittently. Diff: 3Page Ref: 470–471 Chapter: 13 Objective: 1 Skill: Concept 10)

Compensation
Compensation Philosophy Paper Name ________ Professor ______ Introduction Compensation is viewed differently, depending on the individual
persons perspective (e.g. employee, manager, stockholders, etc.). An employee may view compensation as what is owed to him or her for work
performed, while a manager may view pay as an expense. In order for an organization to have an effective compensation strategy, it must consider the
various perspectives when creating the organizations compensation strategy. Milkovich, Newman, and Gerhart, authors of Compensation, define
Compensation as, "All forms of financial returns and tangible services and benefits employees receive as part of an employment relationship," (2011,
p. 10). In other... Show more content on Helpwriting.net ...
"As a result, Costco generated $21,805 in the U.S. operating profit per hourly employee, compared with $11,615 at Sam's Club," (Cascio, 2006).
Fairness can have a direct relationship to internal alignment and external competiveness. Internal alignment refers to pay within an organization: *
How pay is determined and pay differentials are determined for individuals performing the same job within the organization. And * How pay
differentials are determined for individuals performing dissimilar jobs within the organization (i.e. an analyst as compared to a computer
programmer). External competiveness refers to individual pay within an organization as compared to individuals pay, performing similar work at a
competing organization. Just as what is considered compensation varies by an individual's perspective, so does fairness in compensation. According
to Milkovich: One group argues that if fair (i.e., sizable) differentials among jobs are not paid, individuals may harbor ill will toward the employer,
resist change, change employment if possible, become depressed, and 'lack that zest and enthusiasm which makes for high efficiency and personal
satisfaction in work,' (2011, p. 87). On the other side of that argument, Unions would argue that differentials in pay should be smaller, with individuals
receiving equal pay for equal work. Individuals or groups that argue for

Pros And Cons Of Minimum Wage
COMPENSATION PACKAGES
Minimum Wage A minimum wage is the lowest remuneration that employers can legally pay their workers. Equivalently, it is the price floor below
which workers may not sell their labor. Although minimum wage laws are in effect in many jurisdictions, differences of opinion exist about the
benefits and drawbacks of a minimum wage. Supporters of the minimum wage say it increases the standard of living of workers, reduces poverty,
reduces inequality, and boosts morale. In contrast, opponents of the minimum wage say it increases poverty, increases unemployment– particularly
among unskilled or inexperienced workers and is damaging to businesses, because excessively high minimum wages require businesses to raise
the prices of their product or service to accommodate the extra expense of paying a higher wage. In the US, wages for almost all workers are set
either by market forces or by collective bargaining. The body referred to as Fair Labor Standards Act determines the minimum wage that is abided
by all states. As per the 2015 data, the minimum wage per hour is 7.25 USD. However, this is not the case with the fourteen states and some cities
with their own minimum wage at federal level. For instance, in Florida the minimum wage per hour is 8.10 USD and in California its 10.50 USD per
hour. In Greenland the minimum wage for both private and public sector is 20 USD per hour, not official. The pay rates are set through collective
bargain agreements regardless

The Pay Gap And Gender Discrimination
Taylor Bruton
Professor Kathy Dillion
English 211
November 10, 2014
Abstract
For this paper, my objective was to investigate the pay gap and gender discrimination in the workplace. Through systematic examination, this paper
explores numerous factors correlating to the wage gap such as occupational choices and annual earnings. On average, women have lower income due to
emphasis on familial responsibilities and desiring more accommodating work schedules than men. The wage gap primarily exists within same
occupational fields. In these fields, women were often faced with the "glass ceiling" and unable to advance in higher positions because of their gender.
Women also earned less pay since less likely to ask for promotions or higher wages. In short, gender shouldn't be a factor in measuring equal pay.
Taylor Bruton
Professor Kathy Dillion
English 211
November 10, 2014
"Mind the Wage Gap"
Throughout history, women have typically been undermined and denied the same equal rights as men. From the Equal Pay Act to the Paycheck

Fairness Act, women have fought an uphill battle for their gender equality. Women earn less than men in almost every job occupation regardless of
their race, age, ethnicity, or academic credibility. Most often, the emphasis that women place on family–leading to breaks in employment and a desire
for more flexible working hours–negatively impacts their career trajectory, and is correlated with issue of the nationwide wage gap.

Gender And Gender Within The American Workforce
Equality has always been a huge topic at the forefront of America for many years. Whether it is equality for races, religion, gender or sexual
orientation, people just desire for life to be equal and fair. Although much has changed and is continuously changing, women still struggle to be seen as
equivalent to men in the American workforce. Bound by a wage gap that is bias towards the female species, women have to battle different factors
which lead to inequivalent compensation. There are wage gaps stimulating from gender within the American workforce due to caregiving duties;
which plays a major role in effecting women's compensation, along with experience and education being overlooked in comparison to males; a
female's counterpart, and some wage gap issues are just plain out a result of discrimination.
Women are typically the caregivers of the family.
"Females in all societies exhibit more nurturing behavior than males, both inside and outside the family. Throughout the world, women are the primary
caretakers of the young, the sick, and the old. Marriage and children have different impacts on men and women. When women marry, and especially
after they have children, they tend to reduce their work involvement, whereas men tend to increase theirs." (Browne & Shiferaw, 2013).
This responsibility often times causes them to accept mediocre jobs and have to juggle a small amount of work with little to no benefits, then going
home to take care of the family. The 2011 article,

Other Challenges That Parental Leave And Birth And...
Other challenges that parental leave and "birth and adoption unemployment compensation (BAA–UC), face are their opponents who think the
government would be overstepping their boundaries if the government stepped in and changed parental leave. These opponents say that it would cost
too much money to enforce. Others who are against BAA–UC believe that it is the parents' concerns to provide for the daycare and the duties that
come with raising a child of their own. The people also say parental leave "goes beyond the scope of the government."
While still others say they, "do not object to the concept of paid leave for the new parents, but believe the employment compensation program is the
wrong vehicle for providing such benefits." Randy ... Show more content on Helpwriting.net ...
As one can see, the topic of parental leave has many factors that play major roles in what and how and how much should be done with parental leave.
Now that you've heard all the facts, how could the United States achieve a parental leave program for new families? Here are a few things to
consider, FMLA, cost, job employment, and benefits to offer. I'm proposing a plan to help new families and even other families that are in need of
some work. I think that with the statistics being stated above, the United States needs to have a paid parental leave benefit system offered in their
contracts. I believe this will help many people and families in the bonding process. We would go about this in first setting aside some money and
getting the government to approve this policy. Then, FMLA would also be the ones helping out with parental leave. New parents would be able to
leave their job knowing they could still come back after their leave was up. While the newly parents were gone, the employer could offer a temporary
job to someone seeking a job. They wouldn't have to give them the full benefit system they offer because the job seeker wouldn't be with them forever.
As part of the solution, if a person knew they wanted to start a family by having or adopting a child, they could start a process of the company taking
out a certain

The Law Of The United States
Women and men are protected by The Family and Medical Leave Act in the case of things like: family emergencies, serious health conditions, and
pregnancies. The law requires an employer to allow twelve unpaid work weeks to be taken in a twelve month period every year. The United States
Department of Labor states, "This law covers only certain employers; affects only those employees eligible for the protections of the law; involves
entitlement to leave, maintenance of health benefits during leave, and job restoration after leave;. . . " This may guarantee your job and health
benefits to be kept during the twelve week period, but the law does not cover every employer. The law also does not require any pay during the entire
twelve weeks. That ... Show more content on Helpwriting.net ...
The first reason the U.S. should mandate paid parental leave is women are less likely to leave their job. In many of these other countries the paid
leave offered is typically longer than the twelve weeks offered in the United States. Women are leaving jobs because they are not being given enough
time to bond with their child, and recuperate after their pregnancies. Google is one of the businesses in the U.S. to offer paid leave. Susan Wojcicki,
the CEO of Youtube, was the first employee to receive paidmaternity leave at Google. She reports this to the Wall Street Journal, "When we
increased paid maternity leave to 18 from 12 weeks in 2007, the rate at which new moms left Google fell by 50%. (We also increased paternity
leave to 12 weeks from seven, as we know that also has a positive effect on families and our business.) Mothers were able to take the time they needed
to bond with their babies and return to their jobs feeling confident and ready. And it's much better for Google's bottom line–to avoid costly turnover,
and to retain the valued expertise, skills and perspective of our employees who are mothers." The time and money spent finding new employees is no
longer wasted when paid leave is presented to women. The time spent can, at times, be hard to calculate depending on if the person leaving has trained
and gained a lot of

The Gender Pay Gap
Around the world, society is unequal, one example is the gender wage gap. Women are paid leviathan percents less than men, only because of
gender. When analysing the evidence of how starting to bring awareness to social inequities and raising awareness at a local level can turn global and
change the world, one can see the history of the problem, the localness of the problem, and the global problem by examining a single inequality such as
the gender pay–gap. Evaluating the quagmire of the gender wage–gap and the cincher of the history of the predicament can change one's views and
effect how to solve the issue. To start, in 2016, women were paid 20% less than men for a full–time job. However, the pay change has amassed since
1960. With the rate it is at now, it will likely only be fully egalitarian by 2059. But, in recent years the process is slowing down, it could be pushed up
to 2119. Location is also a key factor in the pay caesura between men and women; New York is closer to equality with women getting paid 89% of
men, while the lowest is in Louisiana, where the gap is as low as 70% difference between women and men. Asian women, however, have the lowest
pay gap, especially compared to Hispanic women, who were paid 54% of what white men were paid, found in 2016. Six in ten women (58%) work in
low–wage jobs that typically pay less than $11 per hour and 69% of those usually pay less than ten dollars per hour. Low–wage jobs, such as child care
workers and fast food workers,

Business Operation And Development : Resource Management
Student: Tushar Dobariya Sub: Business operation and development –Human resource management (19022) Question 1:– Answer (A) The programs
pioneers of business office will care for the procuring of business instructors with take an interest of the CEO. The IT program pioneer will attempt
to contract a decent taught and very much experienced in IT educating industry. The program pioneers of plans and English dialect studies office
will take care of the procuring of English dialect instructors and verify that as opposed to enlisting the diverse educator for distinctive module he
can enlist maybe a couple for every one of the four modules with the cooperation of CEO. The showcasing office will take care of the advertising of
the school. He/she will manage the advertising director in all the five unique nations. Too the notice of the school so that more understudies can be a
piece of this school. This customized pioneer will likewise care for the visa issues of understudies too the redesigning with NZQA new approaches.
The account office will care for the money states of school, charges of understudies; pay of staff and in addition the advancement of t Answer (B). As
seat momentum hierarchical structure of the association the school is managing five nations, yet because of the sudden downtown in understudy 's
number the school need to plan new association structure. as given 70% of the understudies are enlisted from India and it`s a sown turn in

Compensation and Benefits
Compensation and Benefits: Methods, Strategies and Performances LaTonya Hopes This paper is submitted in partial fulfillment of the requirements
for Human Resource Administration BUS 5273–50 Texas Woman 's University School of Management Dr. Derek Crews February 8, 2013 Table of
Contents Abstract ............................................................................................................................. 3 Introduction
................................................................................................. 4 Literature Review ........................................................................................ 5 Discussion
.................................................................................................... 9 Conclusion .................................................................................................. 10
References ................................................................................................. 12 ABSTRACT This paper explores compensation strategies... Show more
content on Helpwriting.net ...
Although research generally confirms that pay–for–performance plans can influence greater outcomes, it is unclear how effective different pay plans
are relative to each other (Park, 2012). Like most things in business, compensation is something that requires evaluation, study, assessment, strategy,
modeling and integration. Achieving a pay for performance culture does not happen without paying attention to the behaviors, activities, rewards and
motivations that have to be linked and reinforced through a well engineered and successfully executed process. Actually if that process does not tie
rewards to shareholder financial objectives, employ the proper mix of compensation elements, result in meaningful dollars, embrace performance that
employees can impact and are effectively communicated and reinforced, then the results it produces will likely fall short (Vision Link Advisory Group,
2013). A strategic plan for employee compensation

Ibm And The Tabulating Machine Company
"International Business Machines commonly called as IBM is a merger of three nineteenth century companies called as the Tabulating Machine
Company, the International Time Recording Company and the Computing Scale Company of America which creates
Computing–Tabulating–Recording Company (CTR) on June 16, 1911. IBM was formerly known as CTR. In 1914 Thomas J. Watson Sr. joined CTR
and over the next two decades transformed it into a growing leader of innovation and technology. The company's name got changed to International
Business Machines Corporation (IBM) in 1924" (www–03.ibm.com/ibm/history). From the beginning, IBM defines itself not by policies or products
but by forward–thinking culture and management practices grounded in core values. One of the main values they developed is supporting women.
IBM has always been a mother friendly company. In 1935, IBM recruited 25 female college graduates. These were the firm's first female professionals.
1943 marked another milestone as a woman called Ruth Leach Amonette became first female vice president. Through the years, the rate of female
employees and executives both showed steady increases. A three monthleave–of–absence program was started in 1956, thirty years before the Family
and Medical Leave Act. The leave–of–absence program includes the option to phase part–time back into the workplace.
IBM reports each year on global workforce diversity and addresses the need to be the premier global employer of women. The company has

Test Paper
Human Resource Management Report on Evaluating Non–traditional Incentive System Case study of Howe 2 Ski Sores Submitted By Mr. Sardar Ali
MBA Section–D Submitted to Lecturer: Mr. Baber Jamil Institute of Management Sciences Phase 7 Hayatabad Pehsawar, Pakistan Evaluating
Non–Traditional Incentive Systems Case Study: Howe 2 Ski Stores Introduction: In this case study, the main focus of our interest is to evaluate the non
traditional incentive system. But before going into the detail of Non–traditional incentive system, let us summarize the case study first. Case Study:
Maria Howe, a ski enthusiast and business school major, opened a store 10 years ago after her graduation with financial backing from her family and...
Furthermore, at least 15 percent of all ski orders were more than two days late, even though customers did not miss a trip or vacation as a result. In these
situations, an attempt to respond to these difficulties, Howe instituted a merit performance system for the molders only. Although productivity seemed
to increase for a while, but this was not the permanent solution. Furthermore the molders felt that their merit ratings were inaccurate, because the store
managers could not observe them much of the time. Further, they argued that their performance would have been much higher if other employees had
not interrupted them with questions about appropriate bindings or failed to clearly identify the appropriate equipment on the sales tickets. Other
employees also complained because they were not given the opportunity of merit base pay. Sales representative argued that their work was essential
for high sales figures and high quality equipments. Similarly all others employees started complaints. Howe had to conclude that the employees were
correct on many of these points, so she suspended the merit plan at the end of the ski season and promised to re–evaluate its fairness. Even more
convincing were several indications that productivity problems were not limited to molder employees. Complaint about customer service increased 20
percent during the year. Although Howe mentioned this to employee in the stores when she visited and asked the store managers

Strategic Management, Compensations And Employment Concepts
Strategic Management, Compensations And Employment Concepts
Introduction
Managers have always understood how important interpersonal skills are to their effectiveness. Recognizing the importance of developing those same
interpersonal skills is tied to the need for businesses to obtain and retain high–performance employees. Managers get things done. They also get things
done through other people. Utilizing the concepts of organizational behavior is crucial to being an effective owner and manager. Understanding
creativity, innovation, motivation, the strengths and weaknesses of employees, roles of management, and the different styles of leadership are all
important functions of management. Also, a manager must understand the ... Show more content on Helpwriting.net ...
Maslow's Hierarchy of Needs Maslow 's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his 1943 paper, "A Theory of
Human Motivation". His hypothesis stated that within every human being there exists a hierarchy of five needs. These needs are physiological: hunger,
thirst and shelter; safety: security and protection from physical and emotional harm; social: affection, acceptance and friendship; esteem: self–respect,
recognition, autonomy, and achievement; and self–actualization: the drive to grow and become something, achieving potential and self–fulfillment
(Maslow, 1954). Maslow is still relevant to managers today. In order to motivate someone a manager must understand what level of hierarchy the
person is on and focus on satisfying that level and those above it. The manager must also account for an individual's intensity, direction and persistence
since this also affects how a person attains their goals (Robbins & Judge, 2007).
Recruitment and SWOT Analysis An important goal of management and the Human Resource Department (HRD) is having the right people, in the
right place, at the right time (Armstrong, 1982). HRD uses recruitment to accomplish this and Strength, Weakness, Opportunity, and Threat (SWOT)
analysis as a guideline in the process. Recruitment is the selection and screening of the supply of human

Description Of A Australian Occupant
Q.1 Residence and Source
An 'Australian occupant ' implies in s 995–1 ITAA97 as a man who is the visitor for the reason of the ITAA36. The ITAA36 is extremely significance
of "occupant" in specified in s 6(1). This demonstration gives distinctive sorts of definitions for the people (para (an) and organizations (para (b). the
particular means is accessible underneath.
Living arrangement:
1.Resides test: The individual is an occupant in the Australia if the individual was lives into the Australia. The guidelines and direction was not said in
the enactment but rather it has conventional importance. The Sborter Oxford English Dictionary was characterized the lives test importance in fitting.
The spot where the individual was dwelled is ... Show more content on Helpwriting.net ...
The home is characterized into the Domicile Act in 1982 and the custom–based law. Home means the legitimate ideas. The spot of the residence that
the spot was the place the individual has home. As per the instance of R v Hammond(1852) 117 ER 1477 expressed that the a man was home where
the individual lives with his own family and rest at the night that spot of the home a man.
3.183–Days test: The individual was occupant in the Australia on the off chance that he was really and persistently in the Australia amid more or more
than the one–half year wage. As per the S19 85 ATC 225, 183 days test does not was apply a man amid the year is occupant and the end of the year he
was not in the Australia.
4.Commonwealth superannuation test: The individual was an inhabitant in the Australia on the off chance that he or she is 1)a individuals from the
superannuation plans (Superannuation Act 1990), 2)an qualified workers of the motivations behind the Superannuation Act 1976, a kid or a life
partner under 16 or a man was secured 1 and 2 prerequisite.
Source
The meaning of the source in Nathan v FC of T (1918)25 CLR 183 by Issacs was expressed that source was not a legitimate ideas but rather something
identified with the pay. Source was incorporated administrations pay, interest pay, rentalsalary, sovereignty pay and profit wage.

Conclusion
Taking everything into account, it was

Wellness Plan
Developing an Organizational Employee Wellness Plan
Sample Outline
This outline is intended to be a starting point to guide state agencies in developing their own agency–specific wellness plan. The provided outline
addresses specific points to consider in developing the agency plan, but each agency will need to add additional content to define adequately what and
how each activity will be implemented in the agency. While the outline is presented in this format for ease of reading and brevity, a more narrative
format is recommended to serve as the actual agency wellness plan.
Additionally in some sections, such as Program Objectives and Program Content, the outline provides suggested objectives or program content for
agencies to ... Show more content on Helpwriting.net ...
By the end of FY , at least % of mothers of young children will report that their worksite environment and policies supported their efforts to begin and
/or continue breastfeeding.
III. Survey of Employee Needs
A. Employees were surveyed to gather data on their interest in wellness activities, types of events, topics of interest, and preferred cost and times for
activities. In summary, the following results were noted:
IV. Eligibility Requirements
A. All employees are eligible for voluntary participation in the wellness activities.
B. Family members are eligible to participate per guidelines set by the organization:
V. Use of Facilities

A. Wellness program activities will take place in appropriate designated spaces. This may include conference rooms and other available on–site indoor
and outdoor areas as well as off–site locations.
VI. Providers of Instruction
A. Providers of instruction or services for the wellness program will include:(health educators, nutritionists, mental health professionals, certified
fitness instructors, qualified yoga instructors, registered massage therapists, and others as appropriate to the agency plan).
B. Only persons with accepted degrees or recognized training/certification will be selected. The agency wellness coordinator will review providers'
qualifications to ensure the highest standards are met.
C. All leaders of vigorous exercise will meet all required criteria including current CPR certification,

Wal Mart Organization As My Company Of Interest
Abstract
For this final research paper I chose Wal–Mart organization as my company of interest. The research conducted for this paper includes eight references
supporting statements pertaining to the Wal–Marts compensation and benefits plans. In the paper I briefly discussed some financial and health benefits
offered by Wal–Mart. During the discussion of the financial benefits we touched on the 401(k) plan, the Employee Stock Option Plan, and the Military
Differential pay. I pointed out how Wal–Marts Military Differential Pay is above most companies as they pay employee's full salary if they are called
to active duty as most companies only pay the difference of what the employee is making with the military and would be making with the organization
(Jathar, 2013). I also attempted to show how Wal–Marts health benefits compared to other companies by discussing their Health Insurance plan and their
Health Reimbursement Account. I pointed out how Wal–Mart associates are paying on average $7000 more annually than other employees with
similar Health Reimbursement Account. I think the only way to fix this is for our government to take the same action as many of our sister countries
and at a minimum mandate a cap that employer's can have employee's pay in to these accounts. In all I feel from the research and past personal
experience that Wal–Mart is a great organization to work for even with the few needed improvements.
KEYWORDS: employee compensation and benefits,

Are Women Earn 77 Cents On The Dollar Versus Society?
We've been told this lie before, even from the President of the United States. Women earn 77 cents on the dollar compared to men. (Kessler, Glenn)
There have been articles, reports, and social media activism promoting equal pay. I'm here to take an unpopular, but necessary, opinion. The wage gap
as you know it is a myth. It's a product of bad statistics and bad economics. The largest factor behind wage inequality, of the sexes, is getting men and
women into different occupations without societal judgment. Men are focusing on jobs with higher economic outlook, and women are focusing
on jobs that are most beneficial to the community. (Solis, Hilda S, Keith Hall) While there is nothing wrong with that, it does lead to a perceived
pay disparity. This issue is fundamentally misleading and economically illogical. It is being posed as unequal work for equal pay, when the reality
is that it's an unequal workforce. It's been argued by some that the addition of women to certain fields has been known to lower average wages. This
may be explained by considering that when you add more supply to an occupation, the demand needs to increase as well or the prices will stagnate or
fall. A study would have to control for overall number of occupants in a field relative to its demand to prove this. The purpose of this essay is to
explain how you actually determine pay inequality, what it actually is, and what is actually causing the statistics we're seeing. This movement caught fire

The Organizational Performance Pay Plan
The Organizational Performance Pay Plan for The Fit Stop According to all the facts we have on the Fit Stop, we chose that the best suitable
organizational performance pay plan for employees would be employee stock plans which are a plan through which employees acquire shares in
the Fit Stop. We have chosen the three main employee stock plans i.e. employee stock bonus plan, employee share purchase plan and employee
stock option plan. (Long, 2013) The following will be the design and implementation of the performance pay plan in the Fit Stop. Type of Pay
PlanDefinitionDesign & ImplementationEvaluation Period Employee Stock Bonus PlanThe plan allows employees to receive shares in the Fit
Stop at no cost to the employee. (Long, 2013)Will be established after employees have been on the job for 12 monthsThe plan will be evaluated
every 2 years from the date it is implemented Employee Share Purchase Plan (1000 shares)The plan allows employees to purchase shares in the Fit
Stop at a specific cost. (Long, 2013)Will be established after employees have worked for the company for 18 monthsThe plan will be evaluated every 3
years with possible cost benefit packages included Employee Stock Option Plan (1500 shares)The plan provides employees options to purchase
shares in the Fit Stop at a fixed price within a limited time period. (Long, 2013)Will be established after employees have worked for the company for
24 monthsThis plan will be evaluated every 3

Rwt 1 Essay examples
Business Research Report
Improving Productivity by Instituting a Compensation Plan
Presented to: ABC Manufacturing, Human Resource Department
Assessment Code: RWT1
Student Name:
Student ID:
Date: January 24, 2013
Mentor Name:
Table of Contents
Executive Summary3
Introduction5
Research Findings5
Performance–Based6
Profit Sharing7
Gainsharing8
Recommendations10
Conclusion10
References12
Executive Summary
ABC Manufacturing Co., Inc. is a small company with 120 full time employees. We produce aluminum doors and windows. Although we are highly
successful, we find that it can be difficult to retain our valued employees. Human resources has decided to evaluate several compensation plans and ...

Research Findings
Dave Ramsey has been known to say (2011), "What an organization spends money on is what they value" (p. 275). He also goes on to state that if
you feel that your employees are a valuable part of the company, you need to pay them as if they are (Ramsey, 2011, p. 275). When an employee
feels appreciated, they will have a longer, more productive career with the company. According to Ross Blake (2006), it is estimated that it can cost a
company anywhere from 50% to 150% of an employee's annual salary to replace them. If an employee makes $40,000 annually, it is estimated that it
will cost $20,000–$60,000 to replace that employee. These amounts include recruiting, interviewing, orientation, training and loss of expertise (Blake,
2006). So what methods can we use to retain our valuable employees?
It is believed that compensation plans are a legitimate way to express appreciation in employee's productivity and efforts and an excellent way to retain
employment. Some of the main reasons to institute a compensation plan are (Vivekanand, p.2): Г Increased employee morale and motivation
Г Improved employee performance Г Increased employee productivity Г Enhance employee efficiency Г Reduction in employee turnover
Г Increased company commitment
So what must one do to create a successful compensation and performance plan? There seem to be four areas that need to be present no matter what
plan you chose. One of the first steps

Equal Wage Essay
Despite the fact that the Equal Pay Act has been law since 1963, many problems inevitably arise in the administration of equal pay laws (Fisher). It
has been estimated that at this current slow rate of progression in closing the gender pay gap it will be 2068 by the time men and women's wages
are equalized. It is clear that the business case, as well as the legislative case, has a significant role to play (Commission Policy Report). There are
some factors which stop or slow equal pay for genders. These are behavioral factors, corporate culture and policies, human resource practices and
social and environmental factors (Giapponi and McEvoy, 2006).
Behavioral factors are related with lack of awareness of pay inequity. Women do not aware or... Show more content on Helpwriting.net ...
Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender
pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a
great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify
their actions (Commission Policy Report).All market–related supplements are recorded and reviewed separately from basic salary to ensure openness
and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would
also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and
upgrade their skill set. (Commission Policy Report).
Human resources practices are related with the pay of new hires on their salary history, rather than on responsibility and experience, also perpetuates
the wage gap. (Human Resource Management Department Report). When increases in salary for promotions are based on current salary, women have
difficulty catching up to their male counterparts. According to the National Committee on Pay Equity, stereotyping continues, since

A Brief Note On Compensation And Benefits Plan
GC3 Compensation and Benefits Plan Pay Philosophy As GC3 pushes for a stronger and revitalized company, Tri–State Consulting, LLC recognizes
the mission, vision and business strategy should be the basis for the company's Compensation Strategy. "Turning compensation into a driver of business
success is part of knowing your business (Miller, 2011)." Alignment with the business strategy is shown through industry match of compensation in the
50 percentile, which is part of differentiating services from rivals. Out of the 2,700 staff members, there are eight benchmark roles. These roles hold
the following job titles Barista, HR Manager, HR Assistant/Store Manager, Store Manager, Recruiting Specialist, Training & Development Coordinator,
Chief... Show more content on Helpwriting.net ...
It is recommended that GC3 use a Total Rewards Program to help supplement their pay structure and allow employees to be rewarded by more than
pay. This strategy is simplistic, yet gives structure to compensation and it allows for flexibility, if GC3 has an out–performing employee. Compensation
Strategy Job Evaluation and Market Comparisons GC3 will endeavor to pay all of its employees total annual cash compensation at the median (50th
Percentile, or middle) of appropriate national and/or local market rates of pay for similar jobs in similar companies, see comparison chart from
industry survey to GC3 alignment below. If location or individual performance exceeds expectations and industry standards, higher levels of total
annual cash compensation will be awarded, as well as bonus programs for determined out–performing locations. However, salaries may be adjusted
versus industry levels based upon experience, competency and sustained performance. Total compensation plans and/or a total rewards program define
an organization 's strategy to attract, motivate, retain and engage employees. Compensation and benefits have paved the way for total rewards that
encompass not only compensation and allowances, but also personal and professional growth opportunities and a motivating work environment
(Heneman, 2007)." Pay Structure GC3 will use two platforms, or pay structures, for compensation of employees: First, market pay with bands and,

Gender Inequality In The United States
Throughout history, gender inequality has been in the closet. The debate about inequality is a frequent topic in blogs, editorials, or when examined
through scientific research. It is taboo, however, to discuss inequalities from within the closeted workplace. Open discussion is limited in a corporate
culture that promotes individualism. It is not in a company's best interest to expose its own bias, especially when the bias concerns race or gender.
Exposing bias is often met with employee dismissal and can escalate into corporate legal consequences. The idea of gender inequality is necessary to
bring up in conversation so further research can be done on the issue and discussion can be open as to what is needed. Unfortunately, polarizing
opinions can lead to workplace clashes with colleagues or managers. Gender wage disparities are complex and multi–generational. Historically,
gender–based social behaviors institutionalize inequality in corporate cultures that are structured to promote individualism.
Gender inequality has been a prevalent issue throughout history and is still an issue to this day. The history of gender inequality in America can be
traced back to the 19th century. This is a time when the United States had "little industrialization to help with the chores and no electricity to illuminate
the darkness" (Eyewitnesstohistory.com). It was a time where farming was the main drive for the economy. Work during this period was more or less
split evenly between men and

The Gender Pay Gap
The average woman in the United States makes approximately $82.90 for every dollar their male counterparts make. (Elsesser). While those 20 cents
may seem inconsequential to you, they add up. Losing that much money all year can be the difference between someone living in poverty, and
someone living a nice life. The gender pay gap is the cause of this problem. Around the world, women are losing money just because of what gender
they are. The gender wage gap is a huge problem, that can only be solved by going to extreme measures, such as requiring people to release their
employees wage gap and passing new laws. First of all, the gender pay is a real problem in the world, despite what many think. According to the
Cambridge Dictionary, the gender pay gap is "the difference between the amounts of money paid to women and men, often for doing the same work".
This is important because many people think that the gender wage gap does not exist, even though it clearly does. Another reason why this is
important is because many people argue that the gender wage gap exists because women have lesser–paying jobs, when a lot of the time it happens
between men and women working the same job. Many people do not realize what the gender pay gap actually is, and they form an opinion of it
before they know what it really is. Secondly, this issue affects everyone. It affects women around the world and their families. When women are paid
less then they should, so their families are living with

The Contemporary Pay And Benefits Environment Must Comply...
Summary: The contemporary pay and benefits environment must comply with the civil service compensation system. Designed with the assumption
that an individual job was an essential unit of measurement and that the relationship of the one job to another, could be determined and its values
assessed apart from the job incumbent. Under such a program, we must identify the elements as characterizing the future of compensation policy and
practices. It is the utmost importance, to distinguish between long–term verse shorter–term perspective, performance, compensation, and the types of
benefits within the level of retrenchment. Since the impact of such elements when dealing with the public sector, compensation policy and practices
captured with the new pay. Further, by understanding the characteristics of new pay, the responsibility for day–to–day salary management shifts.
Which also puts back the traditional classification from the broadband range and vast salaries ranges. For instance, paying the job and the person, and
dealing with the emphases of performance appraisal, the range of rates, and peers, subordinates, and clients, and their customers. In summation, the
merit pay for the individuals has replaced the team, and group incentives replaced. We now increasingly tailored the pay plans for particular work
situations. Each of these predicted changes introduced to address, contemporary labor market. Since the concept of stable jobs, content no longer
applies, and

The Program Pioneers Of Business Office
Question 1:– Answer (A) The programs pioneers of business office will care for the procuring of business instructors with take an interest of the
CEO. The IT program pioneer will attempt to contract a decent taught and very much experienced in IT educating industry. The program pioneers
of plans and English dialect studies office will take care of the procuring of English dialect instructors and verify that as opposed to enlisting the
diverse educator for distinctive module he can enlist maybe a couple for every one of the four modules with the cooperation of CEO. The
showcasing office will take care of the advertising of the school. He/she will manage the advertising director in all the five unique nations. Too the
notice of the school so that more understudies can be a piece of this school. This customized pioneer will likewise care for the visa issues of
understudies too the redesigning with NZQA new approaches. The account office will care for the money states of school, charges of understudies; pay
of staff and in addition the advancement of t Answer (B). As seat momentum hierarchical structure of the association the school is managing five
nations, yet because of the sudden downtown in understudy 's number the school need to plan new association structure. as given 70% of the
understudies are enlisted from India and it`s a sown turn in number so they need to lessen the staff yet and additionally on their hand they need to keep
the same nature of

The Impact Of Race On The Gender Wage Gap And Women Overall

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