Essay Pay

Althoughmanypeoplearenowbringingupapaygapbetweengenders,thereissomethingbeing overlookedthatprovesthereisn'tapaygap,butsomethingelse.TheGenderIncomeGapisa supposedpaymentgapbetweenmenandwomen,statingthattoeveryman'sdollarawomanonly getspayedseventycents.Statementslikethesescangrabpeople'sattentionandgetthemtobelieve thiswithoutmuchproofofitactuallyexisting.Mostpeoplegetthereinformationaboutthegapfrom surveysoverallwomenandmenaveragepay,thisisnotagoodrepresentationofthetopicbecause itdoesn'tgointoanydetailofactualjobsanddifferenceofpay.Therearemanyotherfactorsthat goingintothepaygapthatwouldmakeitintosomethingelsenotnecessarilyapaygapThereare severalsolutionsforthisproblemmostofthemaren'tnecessarilyforequalitybutforthegainofone sexatthecostoftherightsofanother.TheoneIwillbetalkingaboutlaterdoesn'tneedgovernment interventionanddoesn'tneedforonesextodomoreThissolutionwillcomefrom"changesinthe labormarket,especiallyhowjobsarestructuredandremuneratedtoenhancetemporalflexibility."1 Sincethe1970'stherehavebeensurveysshowingthereisapaygapbetweenmenandwomen.This gapseemstohavebeendecreasingsincethenbutitisstillthere.Therehavebeensocialmovements overthepaygapissuestatingthat"inthe1970swas59centsonthedollarandamorerecent crusadeforpay

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Paysystems

IntroductionPayisakeyfactoraffectingrelationshipsatwork.Thelevelanddistributionofpayand benefitscanhaveaconsiderableeffectontheefficiencyofanyorganisation,andonthemoraleand productivityoftheworkforceItisthereforevitalthatorganisationsdeveloppaysystemsthatare appropriateforthem,thatprovidevalueformoney,andthatrewardworkersfairlyfortheworkthey perform.Paysystemsaremethodsofrewardingpeoplefortheircontributiontotheorganisation. Ideally,systemsshouldbeclearandsimpletofollowsothatworkerscaneasilyknowhowtheyare affected.Inconsideringrewardsitshouldbeborneinmindthatpayandfinancialbenefitsarenot theonlymotivatorforworkershowmorecontent

Payincreasesmaythendependonmovingupascale,skilldevelopment,promotiontoanother grade,orageneralupratingofpaylevels.IncentiveschemesIncentiveschemesmaybeshort–or long–termSchemesbasedonindividualperformance,suchasweeklyormonthlyproduction bonusesorcommissiononsales,generallyofferashort–termincentive.Longer–termschemessuch asprofitsharingandshareoptionschemesmaynotprovideasmuchincentivetoindividualworkers asschemesbasedonpersonalperformance.Theycan,however,helptogenerateinworkersalong–terminterestinthesuccessoftheorganisation.Payisnottheonlyfactorthatmightproduces enhancedperformanceAswellasthejob–relatedfactorsmentionedearlier,additionalpayments, non–contributorypensionschemes,andnoncashbenefitssuchascars,lifeinsurance,andassistance towardschildcare(egworkplacenurseries/crèches)mayallplayapart.Nevertheless,theprospect ofhigherpayforincreasedoutput/qualityoftenprovidesanincentiveandmanyschemesare introducedintheclearexpectationthatperformancewilltherebybeimproved.Increasesinpayare oftenlinkedtoproductivityor'self–financing'payschemes,especiallywhereorganisationshaveno 'new'moneytoputintothepayrates.Insuchsystemstheresultsofincreasesinproductivityand efficiencycanbesharedbetweentheemployerandworkerstotheirmutualbenefit.Thereisan increasingtrendfororganisationsto

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ShelbyStream Mrs.Stuckey CompositionI 21December2016

SalaryInequalityIftheUnitedStatesisanequalcountry,thenwhyaremenandwomenstillpaid differentsalaries?TheU.S.issaidtobeacountryoffreedomandequality,butthecrucialpartof everyindividual'slife,gettingajobandworking,isnotequal.MenandwomeninAmericaare separatedbyalong–existingwagegapThoughthegapmayonlybeafewcentsdifference,over time,itaddsuptoalargeamountofmoney.Educationseemslikeasolutiontotheproblem,butit doesnothelp.Also,thegapcanhurtyounggirl'sself–esteemaswellasmakingitharderforsingle motherstocareforthemselvesandtheirchildren.Toachieveatrulyequalcountry,thepay gap...showmorecontent...

Withsimplesolutionslikenegotiationskillsandlaws,theproblemcanbegintobesolvedAsa result,menandwomencanworkinthecareertheywantandnotworryaboutbeingdiscriminated againstduetotheirgender.Gendershouldneverbethedecidingfactorofwhatanindividualearns, itshouldbebasedontheirskillsandhowwelltheyperforminthefieldtheychose.Itcanalso certainlybesaidthatasinglemothercouldpossiblygetenoughmoneythroughchildsupportand herownjob,butthatmightnotalwaysbethecaseMaybetheindividualpayingchildsupportdoes notmakemuchmoneyintheirjob,theninturncannotpaythesinglemothermuchmoney.Inthis situation,theextramoneythatawomanwouldloseoverthecourseofhercareerwouldbe tremendouslyhelpfulTherefore,byhavingequalsalaries,itwouldbeeasierforsinglemothersto carefortheirchildren.Ifthewagegapiseliminated,thensalarieswouldnotbebasedongenderand singlemotherswouldbebetteroff.ThiswouldthenagainpointtheUnitedStatesinthedirectionof

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LowSalaryForATeacher

LowPayinTeachingInSanFrancisco,theaveragesalaryforateacherisapproximately$59,000 whichwouldequaltoearningabout$220,000ayear.TheaveragehomeinSanFranciscois approximately$485,000(Elsen).Thisshowsthatthepayforteachersissolowteacherscannot affordtoliveinthecityofSanFrancisco.Teachersworldwidehavebeenworkingharderandlonger hours,yettheyarestillstrugglingwiththeirpayEveniftheteacher'sjobistoteachthecurrent generationsthatwilllaterontakeontheimportantresponsibilitiesthatcomealongwithadulthood, theirjobisbeingtakingforgrantedandtheyarebeingpaidasiftheirjobcouldbedonebyanyone withnoeducationalbackgroundTeachingseemslikeitcouldbedonebyanyone,butinrealityit doestakesomeskilloratleastsomeefforttobeagoodteacher.Sinceteachersaresurroundedby studentsatalltimes,theyneedtoknowtheeasiestwaysfortheirstudentstolearnthematerialwith theleastamountofproblems.Thelastthingtheywantistohavetheirstudentsstrugglewiththe class,andnotunderstandwhatthelessonisabout.Also,notonlyaretheyteachingmultiplestudents atonce,butmultiplestudentswholearnindifferentwaysTherearestudentswholearnverballyand otherswhoprefertoseeit(visually).Nottomentiontheyarestudentswholearnbydoinghands–on projects.Theteachermustfindabalanceinbetweenalltheteachingstylesinordertopleaseorhelp

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PayInLawEnforcement

IntroductionWhentheword"compensation"comesaboutitresonateswithmonetaryreward relatingtoajobperformed.Fortheword"recruitment"generalpopulationsmaydefineitas somethingsimple;hiring.LawEnforcementbringsinadifferentviewofacareerpathduetothe dichotomyofsocialintentandpay.Therisksinvolvedwithbecomingalawenforcementofficerare largeandfindinganequitablefiscalrewardcanleadtodifficultsituationsTotalcompensationfor lawenforcementofficershaschangedinadramaticwayoverthelast20years,whichinturnhas createdadifficultsituationforrecruitment.Economicandsocialatmosphereshavebeeninfluences alongtheway,alongwithgenerationalgaps,andpersonalmotivationsCompetitiveshowmore content...

"Sogoestheeconomy,sogoesthegovernmentapplications"(Anjewierden,D.2016).Whenthe economyisgood,peoplegooutandmakemoneyinsidetheprivatesector.Onthealternatescenario whentheeconomyisnotasgood,peoplelookforgovernmentjobsinsearchforsecuritythrough theeconomicstormInrecentyears,recruitmenthasbeendifficultatleastinUtah'slawenforcement sectorinfindingnotonlylawenforcementofficers,butadministrativestaffaswell.Someonewith correctqualificationsmayjumponalawenforcementadministrativejob,butafewyearslater realizetheycoulddoubletheirmoneybyexitingtotheprivatesector.Noteveryonewho'shiredwill staywiththeorganizationforever,whichcanleadtorecruitmentandmanagementconflicts.Thisis justoneofmanyproblemsfacingrecruitmentinsidelawenforcementandgovernment

IthasbeenoverfiftyyearssincetheEqualPayactwassignedintolaw;butthatdoesnotnecessarily meanthatequalpayhasbeenachieved.Onaverage,womenstillmakejust77centsforeverydollar earnedbytheirmalecounterpart.Whilethisgaphasdecreasedsignificantlyinthelastfivedecades thereisstillaburdensomeamountofworktobedone.RecentlySenateRepublicansvotedagainst thePaycheckFairnessactAbillthatwouldamendtheEqualpayactsothatemployeesmayinquire abouttheirwages,andthoseoftheirfellowworkers,withoutfearofpunishment.Itwashopedthat thistypeoftransparencybetweenemployeeandemployerwouldhelpworkersacknowledgethata problemexistssothattheappropriateactionsmaybeshowmorecontent Forone,ittakesintoaccountmanydifferenttypesofpeoplefrommanydifferentbackgrounds.The 77centfigurethatisoftenusedisonlyanaverage,withAfricanAmericanwomenearningcloserto 64cents,andHispanicwomencloserto54centsforeverydollarearnedbytheirmalecounterpart. Thegapchangesfromoccupationtooccupation,butoverallwomenarestillpaidless.Onestudy foundthatoutof265majoroccupationstherewasonlyoneinwhichthemedianfemalesalary exceededtheamountpaidtomen.Anotherstudyfoundthatinonlythreeoutof111occupationsthe medianweeklyearningsofwomenworkingfulltimewerenotlowerthanthoseofmen,thesebeing: computeroccupations;wholesaleandretailbuyers;andbakers.Acrosstheboardwomenearnedless forthesamejobwhetheritwasamaledominatedoccupation,femaledominatedoccupation,or equallydividedbetweenmaleandfemaleworkersWomenarealsopaidlessdespitehavingthe sameeducationastheirmalecounterparts.AstudybytheAmericanAssociationofUniversity Womenfoundthatcollegegraduatesexperienceawagegapassoonasoneyearaftergraduation. Olderwomentendtoexperiencemoreofagapthenyoungerwomen,butitbeginsassoonasthey entertheworkforce.Asaresultolderwomenexperienceagapinretirementincomeasitisusually basedonthethewagestheyearnedwhile

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Lurkingoverourgreatcountryisatroublingissuethatisplaguingtheprofessionaleducational workforce.Whencomparedworldwide,Americanteachersworkthemosthours,yetarepaidinthe lowestbracketswhenrelatedtothetop32nations(TeachersPay).Inaddition,whenyoucomparea teacher'ssalarytootherfouryeardegreesalaries,teachersareamongthe5lowestpaiddegrees (O'Shaughnessy)NotonlyarethesalariesamongthelowestintheAmericanworkforce,atypical teachersathomeworkloadexceedsallotherprofessionaljobsby20%(Current).Furthermore, teacherswereonlygivena2.3%salaryraisein2009.Yettherateofinflationroseto3.1%causinga lossinpurchasingpowerandcreatingahardshipontheshowmorecontent

Accordingtoanhourlywage,thatwouldplaceateacher'ssalaryaboveaccountants,computer programmers,andmechanicalengineersattheentrylevel.Inadditiontothehourlyrate,teachers oftenaregiveneconomicincentivesthataren'tavailabletootherjobs(Teachers).Thesesame researchersalsoclaimthatthebenefitsgiventoteachersfaroutweighthoseofrivalprofessions. Therefore,statingthatbasedofflimitedresearch,teachersarepaidanadamantamountofmoney, andneednotcomplain(Anderson).

Incontrasttherearemanyreasonswhyteacherstrulyareunderpaid.First,whattheseresearchers failtomakepublic,isthefactthatthehourlywagethattheybaseateacherspayiscenteredonlyon thehoursthatateacherispresentatschool.Theydonottakeintoconsiderationthehoursthat teachersputinathomeOnaverageateacherwillwork20%moreSundaysthananyother profession,thesehourswillnotbepaidordocumentedintoateacherspayschedule.Thereasoning behindthelargeathomeworkloadcomesfromtheexcessiveamountofhomeworkandassignments thattheymustgradeorcreateforpreviousandfollowingworkdaysSecondly,theyareoftenforced toworkatmultiplelocations,withearlystartinghoursrangingfrom6to7am.Furthermore,some oftheselocationscanbeextremelyfar,costingtheteacheran

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–Thegenderpaygapcanbedefinedastherelativedifferenceintheaveragegrosshourlyearnings ofwomenandmenwithintheeconomyasawhole.

–Therearemanyfactorsthatcontributetowardsthegap:

–Womenandmenoftenworkindifferentindustries,andthereforehavedifferentjobs.Thismeans thatsomejobsmaynotpayaswellasothers,whichcontributestothegap

–Traditionally,womenhavebeenknowntoworkasteachers,waitresses,secretaries,nursesand cashiers;alljobsthatpaylessthanmanyofthejobsmentakeon.

–Thetraditionalrolesofwomenandmeninworkplacesareconstantlychangingnowadaysand therefore,manymenareworkingjobsthatwomenwereoncemadetowork,andvice–versa.

–Womenaretraditionallyknowntotakeonthecaringroleofthefamily,andthereforemaynotbe abletoworkfulltimeastheyarerequiredtotakecareofkidsandperformotherunpaidcaringroles.

–Whilstnowadaysmanymenaretakingontheseunpaidcaringroles,therearestillalargemajority ofmenwhotakeonthe"providing"roleofthefamilyandthismeansthattheyhaveahigherincome thanwomen.

–Unfortunately,manymenstilldirectlyorindirectlydiscriminatebetweenwomenandmen. –Examplesofdirectgenderdiscriminationinclude,payingwomenlessthanmenworkingtheexact samejobattheexactsamecompany.Sexualharassmentalsooccursatmanyoftheworkplaceswho paywomenlessthanmenundertakingthesamedutiesandresponsibilites; ...Getmorecontent...

Aswecanseethechart,salarydisparitiesstillpersistbetweenmaleandfemaleemployeesinour society.WomenmakeupnearlyhalfoftheUnitedStateslaborforce,andthenumberoffemale workersisstillgrowing.Theworkersarecategorizedbyeducationlevelinthischart.Therefore,this chartclarifiesoneofthecommonmyths:"Womenearnlessbecausetheytendtohavelow–paying occupationswhilemoremenareinhigh–payingfields"

Asthelevelofeducationgoeshighersodoesthewagedifferences.Bothfemaleandmenwhoare nothighschoolgraduateshaverelativelylowwagegapwhichis8920dollars.However,inahigh–qualityhumanresourcefield,femaleworkerswhoreceivedadoctor'sdegreearegettingpaidalot lessthanmaleworkers.Thewagedifferenceinthisfieldis23100dollars.Thus,thischart highlightedthatthepaygapiswidestinthehighest–payingfields.Menwhohaveahighschool diplomaearnmoremoneythanwomenwhohaveanassociate'sdegree.Menwhohavean associate'sdegreemakebettermoneythanfemalecollegegraduates.Menwhohaveabachelor's degreebenefitmost:First,makemuchmoremoneythanfemaleswhohaveamaster'sdegree

Second,theymakeslightlylessmoneythanwomenwhohaveadoctoratedegree.Thewage differencebetweenmeninbachelor'sdegreeandfemaleindoctor'sdegreeisonly6,900dollars whichislowerthanthelowestgendergapdifference.showmorecontent

Thus,womentendtohavealowerlevelofwageinflationthanmen.

OneofthewaystotacklegenderpaygapisEqualPayAct,whichwillpointouttheflawsinevery workplaceonthepaydiscriminationagainstwomen.Inotherwords,weshouldkeepunderreview thesexdiscriminationandtheEqualityBill

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Criticallyevaluatethisstatement:Managerswhorelyonlyonpaytomotivatetheiremployeesto higherlevelsofjobperformancewillalwaysbedisappointedntheresults.

Payisonethingthatcausesmanydiscrepancieswithintheworkenvironment.Mostemployees continuetotryandfurtherthemselvesinworkusuallywiththehopeofbetterpay;fringebenefits i.e.companycars,pensionsandsoon.Therearehowever,thosewhoshow"highlymotivated behaviourwhereeconomicrewardsarelow."[1]Thiscitationagreeswiththeabovestatement, however,throughoutthisessayIwillsumupwherepaycanbeseenasagoodmotivatorandwhere extrinsicbenefitsfail.

ContenttheoristssuchasMaslowandHerzberglookatneedsandshowmorecontent

Motivatorsincludeachievement,responsibilityandchanceofpromotion.Peoplewouldwantto worktobetterthemselves–relativelysimilartoMaslow'shigherordersHygienefactorsarethe issuessurroundinganemployeewhilsttheyworkthat"helpavoiddissatisfactionwithwork."[5] Theseincludestatus,workconditionsandqualityofpersonnelmanagement.WhatsetsHerzberg apartfrom

Maslowisthefactthathelooksathowjobdesigncanbeapotentiallymotivatingfactor.Herzberg wouldsuggestthatwhattrulymotivatesisintrinsicfactorssuchasachievementratherthanpay Thisgoestowardsexplainingwhysomemanagerswhorelyonpaymaybedisappointed–it'snot whatmakesajobenjoyable.

DespitethesetwotheoristsagreeingwiththeabovestatementTaylorisonecontenttheoristmore inclinedtodisagree.Hefavouredusingincentivewageplansandwasseentocontinuallyachieve consistentlygoodresults.However,inthearticleWhyIncentivePlansCannotWorkbyAlfieKohn hegoesintoinnumerabledetailaboutthedisadvantageofusingpaymentasamotivator.Heexplains thatrewardscanwork,theywillmotivatepeopletostrivefortherewardEmployeeswillbecome accustomedtoworkingforthesole

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Thisstudyanalyzedtheeffectofreportingtoafemalesupervisoronpayinequality,andexamined howthestate'spoliticalclimateconditionsthisrelationship;extendedresearchfocusedonthe determinantsofthegenderwagegapbyexaminingsex–of–supervisoreffectsonsubordinates'pay, andtowhatdegreethestate'scommitmenttoequalityconditionedthisrelationship.The1997and 2002NationalStudyoftheChangingWorkforcesurveyswerepooledtoestimatehierarchical modelsofreportingtoafemalesupervisor.Competinghypothesesweredevelopedregardingthe impactoffemalesupervisorsonthegenderpaygaptounderstandtheeffectsoninequalitywhen womenheldpositionsofpowerItwasfoundthatafternearlyfourdecadesof

EqualPayforEqualWorkForyears,womenhavebeenfightingforequalityineverythingthatthey do.Ifonetakesacloselookattheissuessurroundingthedifferencesbetweenmen'sandwomen's rolesintheworkforce,onewillnoticethatwomentendtobeonestepbelowonthe"status"or "importance"ladder.InAmericansociety,thewomanhasalwaysbeenviewedtraditionallyinthe rolesheshouldplayinthehome;thatsheisthe"homemaker"or"caretaker"Evenwhenwomen breakfromthestereotypeof"housewife"andjointheworkforce,theystillarenotgivenanequal opportunityatacquiringajobthatisseentobeasadvancingorofgarneringhigherrecognition.

Womendeservethesamepayforthesameworkperformedbytheirshowmorecontent In2005,womenaveraged$135lessperweekthenmen,whichequatestomenaveraging$1.85 moreperhourthantheirequalfemalecounterparts(USDL,"EmploymentStatusofWomenand Menin2005"2).In2008,womenaveraged$160lessperweekthanmen,whichis$8,320less annually(USDL,"Women's–to–Men'sEarningRation,1979–2008"1).Astudyconductedby PRWeekshowedthat,"in2000,menworkingonsalarywagemade28percentmorethanwomen doingthesamejob"(qtd.inWrigley28).Womenworkinginpublicrelationsjobsaremaking $23,000lessannuallythantheequalmalecounterparts(Wrigley28).Foryearswomenhavebeen fightingforequalityandforthesamepayforthesameworkasmen;therearemanyargumentsasto whypeoplefeelwomenarenotasequalasmenintheworkplace.Somefeelwomenchoosetomake lessthanmen,thatthereisnothingwrongwithawomanmakinglessmoneythanamanwhois performingthesametask.Manybelieveattendanceaffectspaywhileothersbelievewomentendto takeprofessionsthatdonotrisktheirlivesandthatarelessphysicallydemanding(Fisanick, Feminism131)Therearemanywomenouttherewhodespitethegenderdifferencesarerisking theirliveswithjobsthatarejustasphysicallydemandingasjobsthatmenaredoing,despitetheir physicalsize.Awoman'sskeletonmaybe10to15percentsmallerthanaman'sskeleton;studies haveshownthatthereistrulylittledifference.Thementaland

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"It'sallabouthelpingthenextgenerations,"saysCarliLloyd.Afamoussoccerplayerherselfwants tomakeequalpayachievableforwomen.Statisticsshowthatfull–timefemaleworkers,ingeneral, earnabout79centsforeverydollarmenmake.Women'sequalrightshavebeenadilemmafora whilenow,andastheyearsgoon,womenarefightingtomakeitnolongeranissue.Asamatterof fact,expertssaythatthegenderwagedifferenceisvoluminousbecauseinmostmen'ssports,they havespectatorsandgenerateahigherrevenue.Inbasketball,theNBArevenueishigherthanthe WNBA.However,insoccer,theUnitedStatesWomenNationalTeamhasahigherrevenuethanthe UnitedStatesMenNationalTeamSoshouldn'tthewomen'steamearnmore?Wistfully,thatisn't thecase.Toaddtothefact,in2017,the...showmorecontent...

Theyearnthesameamountofprizemoney.Inallsports,theprizemoneyshouldbethesamefor bothgenders.TheUSopenofsurfingpays$125,000inprizemoneyformen,whilethewomen's eventhasa$30,000purse.ThebonusdisparitythattheUSplayersrevealedintheircomplaintin 2017isshocking:Amaleplayerreceives$5,000foralossandasmuchas$17,625foravictory againstahighlyrankedopponent.Amemberofthewomen'steamreceives$1,350butonlyifthe USAwins.Womenplayersdon'tgetanybonusesforlosingortying.Asamatteroffact, professionalmaleplayershavemuchlesstolosewhenstandingupforequalpayforfemaleathletes: Theyhaveahugeviewership,lucrativesalaries,numeroussponsorships,securecontracts.Inthe male–dominatedsportsindustry,ifmen'steamsstoodupandsaidwomendeserveequalpay,equal attention,equalprogramming,itwouldonlypushthefightforwardfaster,andthesports–obsessed worldwouldbeforcedtopayattention.Aswesawwiththewomen'shockeyandsoccerteams, womencangoitalone,butwhyshould

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HeyGroup, IreallyenjoyedthepresentationandyoualldidagreatjobshowingtheprosforPay–to–Playand usinggoodresources.Thewaysoffundingsportsprogramsinschoolsbyhavingparticipationfees foryoungathletics,whichwilleliminatetheneedofeliminatingprogramsbecauseofbudgets,isa goodwayofkeepingyoungathletesinvolvedinextracurricularactivities.Ilikehowyouallstated howthecompetitiveatmospheregivesathletesacompetitiveedgeintherealworldbecauseitshows howbeinginvolvedinsportswillhavebenefitseveniftheydon'thaveaprofessionalcareerina sport.Afterviewingthepresentation,IhaveafewquestionsIwouldliketoask.

1.Therearemanycitiesthatarelosingthepopulation

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ZapthePayGap:StartwithPaidLeave

Thepaygap,threewordsthatcancauseeveryeyeintheroomtoroll.Aproblemthatpersistsisa problemthatshouldnolongerexist.Whatarewewaitingfor?Nowisthetimetosolvetheissueof thelingeringgenderpaygapthatcausesmoreirritationthanaflyinyoursoup.Ourhard–working womenarebeingunderutilizedandunderpaidintheworkforcesimplybecauseAmericacannot seemtopushpastsocialstigmaspinnedagainstbeingfemale.Currently,wecansaymost,but certainly,notallwomen,eventuallybecomemothers.Motherhoodisblessinginlifeandacurseto yourcareerintheUSAPaidqualitymaternalandpaternalleaveisn'tmandatoryintheUSAandis causingwomenlikeyoutosuffer,...showmorecontent...

Payingmenmoreforbecomingfathersbutnotwomenformotherhoodisallowingthegapto increasebecauseitallowsaoverallpayincreaseinaman'ssalarywhileawoman'sdwindlesorsits still.In"GenderPayEquityinAdvancedCountries:TheRoleofParenthoodandPolicies",byJoya MisraandEikoStrader,firstbringthisaboutbysaying,"itbecomesclearthatagreatdealofthe overallgendergapcanbeattributedtoparenthooddifferences–thebonusesfathersseeandthe penaltiespaidbymothers"(MisraandStrader33).Sohowcanpaidpaternityleavefixthisyou mightask?Itgoesbacktothenotionofneutralizingtherisksseenbetweenmenandwomenas caregiver.Ifweextendpaternityleaveorenforceitentirelythismakescompaniesseemothersand fathersasequalsthereforearelesslikelytogiveoutbonusesorpenalizeanyoneforparenthood becausetheriskofpaidtimeoffremainsthesameforbothgendersthisway.MisraandStraderhave arguedthatsuggestingfairlystructured,yet,modestpoliciesthatarefreeofgenderingleavesothat mothersandfatherscanbothworkandchildrearcanbalancethesegenderdifferentialswithpay

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Summary–ThisarticlebyCNNMoneydiscusses7differentwaystopayforcollege.Collegeis gettingincreasinglymoreexpensiveandthegoodthingismoststudentsreceivefinancialaid,but still,therearemanystudentsgraduatingwithlargeamountsofdebt.Henceforth,thereareulterior optionstomakepayingforcollegeeasier.Afewexamples,grants,work–studyjobs,private scholarships,andclaimingtaxcreditsSomedecidetoliveoffcampusortoenrollintoacommunity collegetohelpdecreasethecostofschool.Eachmethodisuniquetoastudent'scircumstances, whetherornotthey'llliveoncampusesnot,takealeapyear,andortheeconomicenvironmentthey liveinThesedifferentfactorsaffectyoureligibilityforsomeofthesemethodssuchasgrantsand financialaid.Evenwithoutascholarship,plentyofothermethodsofpayingforcollegeare available.ConnectiontoEssentialQuestion–Thisarticleconnectstomycollegeresearchinthe aspectofmethodsthatmakeaffordingcollegeeasier.Accordingtothearticle,"Attheaverage privatecollege,forexample,thestickerpricefortuition,room,andboardwas$45,370lastyear.But theaveragestudentactuallypaid$26,080,accordingtoTheCollegeBoard"Thisstatesthatthe averagestudentendsupwithdebtafterschool...showmorecontent...

Lately,I'vebeenthinkingaboutitlessandlessandmoreofthequalityoftheeducationtheschool provides.Thisismainlybecausenotonlymyparentsbuttheadultsaroundmeallofwhomhave attainedapostsecondarydegreehaveallhadthesameadvice,tofocusmoreontheschoolitselfand myeducationandlessaboutcost,essentiallytellingmetotryandgettogetintothebestschool possibleandworryaboutcostlater.ThisarticleisveryhelpfulandIwouldrecommendittoanyone searchingforwaystomakecollegemore

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PayForPerformanceAndEmployeePerformance

1.Payforperformanceistolinkemployees'salaryorsalaryincreasetohisorherperformance.It seemstobeareasonableorattractiveideabutitoftendoesnotworkwellinorganizations.Please useatleast4motivationtheoriesormodelstoexplainwhypayforperformancemaynotworkas expected–particularlyingovernmentandnonprofitorganizations.Payforperformanceisaquite rationaltheoryAccordingtotheUSMeritSystemProtectionBoard(2006),"PayforPerformance referstoapaystrategywhereevaluationsofindividualand/ororganizationalperformancehave significantinfluenceontheamountofpayincreasesorbonusesgiventoeachemployee"(p.1).This theoryhopetousedifferentsalarytomotivateandpunishtheemployeesaccordingtotheevaluation oftheirworkingperformance.However,intherealworld,itisveryhardtoimplementinevery organization,particularlyingovernmentandnonprofitorganizations.Firstly,accordingtotheneeds theories,"behaviorasbeingdirectedtowardthesatisfactionofhumanneeds"(p.166).Salaryisone oftheemployees'needs,butnotalloftheneeds.AsMaslow'sHierarchyofNeeds(1943)stated, peoplehasdifferentkindsofneedswhichmotivatehumanbehavior,suchasphysiologicalneeds, safetyneeds,loveneeds,esteemneedsandself–actualization.Highpaymentcouldsatisfythe physiologicalneeds,butwhenanemployeeissatisfywithhis/hersalary,he/shewillpursueother levelsneed,suchas

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PayRaiseWorksheet

Firstofall,thePayRaiseWorksheetisahugestartonhowtoallocatetheraisesthateachemployee deservestoreceivebasedontheirworkhabits,skills,seniority,andbehaviorintheworkplace, However,thesectionthathasthepersonalfactscolumnneedstobeleftoutoftheequationsofpay raise,one'spersonallifehasnothingtodowithworkunlessiteffectstheirabilitytoperform effectivelyIdofeelasiftherealsoneedstobeapointsorrankingsysteminplacetofatherthe skillsonthegraftthatiscurrentlyavailable.HereisanexampleofwhatIwoulddo:

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Introduction

Outline/DescriptionofProblem:Thepaygapbetweenmenandwomenhasbecomequiteatopic today.Thedifferenceinpayareverycommonnowinmanycareerpathswheremenandwomenare doingthesameworkamount.Itisraretothinkthatwhenmenandwomenareperformingthesame taskandarejustasqualifiedaseachotherthattheywouldgetpaidthesame

IntroductiontoControversy:Asthe"wagegap"isbeingdiscussedmore,thequestioniswhydo menandwomenhavedifferentwageswhentheyareworkingthesamejob.Whileitseemsthatmen don'thavetotakeasmuchtimeofffromworkormayworkmore,wehavetolookatitfrom Women'sviewpointsalso.

THESIS(youranswertoresearchquestion):MenandWomennursesshouldreceivethesamepay because,theyareperformingthesametask.However,ifaManisworkingainafactoryorany otherjobthathasthemconstantlyliftingthingsandawomanworksthereandtheycan't...showmore content

Support#1(opposingviewpoint):Manypeoplewillsaythatwomen'spayisnotahugedifferenceto men'spay,theyjustmakeafewmorecents.However,thismaybetruebutthefewcentscanaddup toafewextradollars.Nooneeverrealizeshowmuchjustafewcentswillmakeadifference,itcan buyyouafewextragroceries,giveyoumoregasorallowyoutogoseeamovieonadayoff.Just becauseafewcentsmaynotbealottoyoudoesnotmeanitmaynotbealottoasinglemom Explanation#1(negation):Menandwomenneedtobothstartoffwiththestartingpayofwhattheir jobisandastheygrowattheirpositionrewardthewiththepaythattheydeserve,nottheypaythat theyaregivenduetoastudydoneonahandfulofwomenSomemenmaynotdeservetobepaid morethanawomenthatiworkingharderthanheisjustbecauseheisalreadygettingpayedgood. Thisisalsoincludedwith

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Imaginewhatanextra20%,ormore,inyourpaycheckcoulddoforyou.Maybeitwouldbethe differencebetweenjustscrapingbyandhavingalittlediscretionaryincome.Now,imaginebeing paidbasedonyourownmerit,andnotsomeslidingscalewhichhashistoricallyfavoredmenasthe breadwinnersofthefamily.Unfortunately,formostwomen,equalpayisstilladream.Today,as throughouthistory,thereexistsagenderpaygapwherewomenarepaid$079toeverydollaraman makes.Minoritywomenmakeevenless.Women,ofcourse,havealwaysknownthisgapexists,but theyhavehadlittlepowertochangeit.Thepaygapstemsfromtraditionalizedviewsoflifethat havenotchangedfordecadesArecentarticlebytheLosAngelesTimesstates,"It'sdiscriminatory becausethedifferenceswerealmostcertainlytheresultofgenderbias,"Thepaygaphasnot changedthroughouttime,whichemphasizesthelastingeffectofsexism.Genderbiasisintroduced veryyounginchildren,andtheygrowupwithideas,believingthemtobetrue.Studiesshowthat theneedforfamilytime"...leadwomentotakelower–payingjobsbecausethey'remorelikelyto offerflexible[hours],whilefearsofdiscriminationmightsteerthemawayfromhigher–paying professions"(Lam).Womentypicallytakeoffmoretimethanmenforchildren,andoftendonot receivepaidleave.Thiscausesalargeproblemamongyoungandsinglemotherswhodonothave anotherincometosupportthem.

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