Job discrimination is a very prominent problem within the workforce, and it involves several personal traits of an individual whether race, gender, etc. Employers can discriminate against employees in several ways.
Dr. Boseman displayed discrimination against the female associate that generated the letter contained within Critical Thinking Exercise 10.2…
However, his salary was $10,000 more than the female associate. Moreover, the other two counselors that were hired had no experience in counseling, and their salary is similar to the female associate.
In my opinion, Charles M. Cummings is correct in believing that employees do enjoy having their achievements acknowledged by others, especially their supervisors and peers. Employees gain a sense of accomplishment and belonging when their achievements and successes are acknowledged. They are more successfully driven and motivated when they feel that they are contributing to the company or organization as a whole.
Alfie Kohn believes that incentives do not motivate employees to perform their best for the long-term, only short-term. He believes that, when employees feel they will gain incentives for their performance, they will only improve their performance for a short while. Their performance will, eventually, drift back to its same, previous status.
On the other hand, there are situations in which Kohn's theory of employees' performance does prove to be true. For example, working in a call center, the job is customer-service, whether the calls are in-bound or out-bound. In this particular situation, the calls are in-bound, meaning that customers call into the call center for help.
Answering the calls and helping customers with their problems, repeatedly, can become very tiresome. As a result, call centers usually offer their employees incentives for performing their job well, though the boost in the employees' performance will, most of the time, only last long enough to gain the incentive. Call centers also offer their employees incentives to find other people to come and be employees as well, and, more often than not, the performance cycle repeats itself.
In conclusion, Charles M. Cummings believes that employees are encouraged when others acknowledge their successes, and this is true. However, there are instances when the theory of Alfie Kohn will be acceptable such as the situation with the call centers. Incentives can motivate employees to be more successful at their job, but the boost in performance will only be short-term.
13.1 - Unionizing FedEx
FedEx should be unionized, and there are several reasons for this action. The policies and economic standpoint of FedEx seems to change frequently, these days, as with other companies in the workforce. The information that weighed heaviest on my decision was the fact that, when the employees at the Antigua location of FedEx engaged in a strike, the company terminated all of its employees and closed the office.
Employees should have a right to have secure employment at their place of employment. Should FedEx unionized, the employees would, at least, know that their job will not be eliminated. However, if the employees' jobs are eliminated, FedEx would be liable for compensation for their ex-employees, depending on the ...
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However, these great figures of society, to whom society owes their level of knowledge, are not well reimbursed for their efforts. Statistics show that the U.S falls behind other nations when pitted in an academic excellence arena. This can be linked to lack of proper incentive to teachers.
Redundancies will be made according to criteria of length of service, work performance and suitability for retraining. The company will ensure a fair and agreed method of selecting staff for redundancy by consulting representatives of the Allied Printing and General Workers Trade Union.
Infact, European Union was designed with the expectations of giving way to a dynamic social setup that will be sensitive and flexible enough to adjust and adapt to the emerging social, ethical and business issues (Ingeborg. 1999). From this perspective, pay equity is and should be one of the cherished agendas of the European Union (EU) in particular and a majority of the democratic nations of the world in general.
It is the CEO's responsibility to implement board decisions and initiatives and to maintain the smooth operation of the firm, with the assistance of senior management2. Often, the CEO will also be designated as the company's president and therefore also be one of the inside directors on the board (if not the chairman).
Lay received a salary of $8 million just before the collapse of Enron. Two economists namely Xavier Gabaix and Augustin Landier argue that salaries are justified by the increase in the stock value of corporations.
In short, they argue that in the twenty three years from 1980 to 2003, market capitalization of large companies has increased by a sixth, and hence, salaries have too increased by that fold.
It appears as though these executive pay issues are often at the forefront of the news when executives are involved in some type of litigation that result in compensation related issues; or simply a news flash about exorbitant executive compensation. The topic of executive pay has received significant attention in recent days as evidenced by an explosion of interdisciplinary literature ranging from law to accounting to organizational behavior and strategy.
Performance pay is a system of rewarding employees which is based on perceived out put often without clear measurement formula but which depends on the discretion of the supervisor or the line manager concerning the employee. Compared to other pay system performance pay is more complex and more difficult to implement.
ring at a much faster pace than in recent years despite the existence of a wide variety of legislation which was created to protect the older worker from unequal treatment. Age discrimination, when it occurs, impacts not only the older individual but can leave lasting impacts on
If a contractor meets the general standard for self evaluation, the first step that the OFCCP adopts is to assess whether the employer self evaluation program is at par with the voluntary guidelines. If the employers self
t and hiring process that can help understand whether a company is fair or biased in selecting prospective candidates, such as men, women and minority groups (Foubert, 2010). This will help create a clear picture of the human resource policies and standards of the company on
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