M3A2: Web Exercise: Sex Discrimination in Pay

M3A2: Web Exercise: Sex Discrimination in Pay

There are four Web exercises in this course, each requiring you to submit a paper. You are asked to either visit a website that is listed or select one and answer specific questions, following the instructions.

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Web Exercise #2 is due at the end of Module 3. It focuses on statistics and advice found on the Women Employed (Links to an external site.)Links to an external site. website. Follow the instructions given below to complete the exercise:

Go to: Women Employed (Links to an external site.)Links to an external site.
Click on “Resources”
Click on “Publications”
In “Topical Issues” choose “Equal Pay/Wage Gap” and in “Resource Type” choose “Research Report/Policy Brief
Select the publication “Pathways and Progress: Best Practices in Ensuring Fair Compensation.”
Review the information in the report, particularly the barriers to fair compensation and the best practices to ensuring fair compensation.
Select one barrier that you have personally witnessed in your current organization or an organization for which you have worked in the past.
Select one best practice approach that you believe could effectively address the issue of sex discrimination in pay.
Prepare a paper based on the following structure and content:
A title page and table of contents page
An introduction section that identifies the barrier and best practice you have selected
A background section that briefly discusses the important points related to the barrier you selected (framing the problem)
An analysis that ties course material to a discussion of how the best practice you have selected can help address sex discrimination in pay and overcome the barrier described in the background section (analyzing the problem, and possible solution)

For example, administration of a compensation system is one type of barrier to fair compensation. Under this, untrained managers may be given the authority to make compensation decisions that result in unfairness. A manager may distribute bonus funds across a group of employees, but allow bias to influence her or his decisions regarding who gets how much bonus money, and for what.

A best practice that can help alleviate this problem is to establish a firm philosophy about an organization’s compensation system. Managers are informed of the organization’s compensation philosophy and are trained in how to maintain equity and fairness in handling bonus distributions.
A conclusion that summarizes the main points of your findings: Reflect on how the best practice you selected for the assignment could improve gender-based inequities in pay.
A reference section that lists the website and the course material you used in preparing this assignment. Be sure to cite sources within your paper, using correct APA formatting.

Your work should be submitted in a Word document, 2–3 pages in length (excluding the title, the table of contents and the references pages), typed double-space in 10- or 12-point Arial or Times New Roman font. The page margins on the top, bottom, left side, and right side should be 1 inch each. Use APA guidelines for citing and reference sources.

See the Course Calendar for due dates.

Keep the following points in mind:

A relevant barrier and practice have been identified and properly explained.
The analysis integrates course material and is presented in a logical, organized manner.

Compose your work in a .doc or .docx file type using a word processor (such as Microsoft Word, etc.) and save it frequently to your computer. For those assignments that are not written essays and require uploading images or PowerPoint slides, please follow uploading guidelines provided by your instructor.

Check your work and correct any spelling or grammatical errors. When you are ready to submit your work, click “Upload Submission.” Enter the submission title and then click on “Select a file to upload.” Browse your computer, and select your file. Click “Open” and verify the correct file name has appeared next to Submission File. Click on “Continue.” Confirm submission is correct and then click on “Accept Submission & Save.”

Turnitin®

This course has Turnitin® fully integrated into the course dropbox. This means that you should only submit your assignments to the dropbox below. Please do not submit your assignment directly to Turnitin.com.

Once submitted, your assignment will be evaluated by Turnitin® automatically. You will be able to view an Originality Report within minutes of your first submission that will show how much of your work has been identified as similar to other sources such as websites, textbooks, or other student papers. Use your Originality Report as a learning tool to identify areas of your assignment that you may not have cited appropriately. You may resubmit your assignment through this dropbox as many times as you need to check to see if you have made improvements, until the due date of the assignment. However, once you have made your first submission, you will need to wait 24 hours after each subsequent submission to receive a new Originality Report. Plan accordingly as you draft your assignment. Once the due date has passed, your assignment submission will be considered final.

Evaluation

This assignment will be graded using the SBT Web Exercise Grading Rubric located on the Course Rubrics page within the Start Here section of the course. Please review the rubric prior to beginning your work so that you ensure your submission meets the criteria in place for this assignment. Collectively, these assignments are worth 10% of your final course grade.

 

 

Expert Answer

Sex Discrimination in Pay

 

Introduction

Compensation is one of the critical and universal components of the management process in every organization. The level of compensation is one of the major issues affecting several organizations today, with employees demanding better pay and organizations struggling to keep their costs down as a result of increased economic difficulty. Several issues related to compensation or pay have been raised in the field of labor relations, with the issue of sex discrimination in pay, or the lack of fair compensation, being very common. There are several barriers to fair compensation n organizations today. One of the most common barriers, which I have personally witnessed in the organization I was previously working in, is individual bias on the part of the management. This barrier is analyzed in this paper and recommendation provided on how to deal with it. The best way to ensure fair practice is to ensure that management or individual biases are minimized by ensuring that managers are effectively trained on the compensation principles of the organization. Managers also need to undergo behavioral training.

Fair Compensation in Organizations

Every organization has a compensation system that it follows in the determination of levels of pay for its employees. proper implementation of a good compensation system results in fair compensation of all the employees of an organization. However, even a good and fair compensation system can be significantly undermined by improper implementation by the management (Partnerships, 2003). A common problem that arises in the implementation of a compensation system is individual bias. The perception of a manager or a leader in an organization may influence fair compensation (Bowen, 2003). For instance, some managers may have a bias that makes them favor employees with degrees from reputable universities or schools. A manager may favor employees who have worked for certain organizations in the past. Even in the recruiting process, where the employer and the interviewee negotiate on the salary, a manager conducting the interview may be influenced by their own bias to offer a new employee a high salary because “they studied in a prestigious university”.

Other times, a manager may be influenced by his or her own incorrect estimate of the salary levels for their employees. if a manager is told that an employee having a certain qualification earns $50,000 on average, this information may influence their salary decision. This may either work to the employee’s advantage or disadvantage depending on the direction of the manager’s bias. Some managers even favor employees who are more like them, either physically or professionally. This bias often results in pay discrimination for women and minorities (Cohn, 2000). It is important to deal with individual biases to ensure fair compensation. The management has a critical role to play in ensuring fair compensation through the proper implementation of the compensation system established by an organization.

Conclusion

It is important to ensure that managers go through proper training to understand the basic principles of compensation. In addition, organizations should ensure that managers go through appropriate behavioral training on how to make good and fair decisions on compensation. Organizations may also ensure that compensation is inextricably linked to the level of performance of an employee (Partnerships, 2003). This will ensure that individual biases are avoided when making compensation decisions, such as pay increments. Through behavioral training, managers will understand how unintentional biases affect the administration of the compensation system in an organization and will learn how to avoid the influence of biases when making decisions on compensation.

References

Bowen, C. C. (2003). Sex discrimination in selection and compensation in Taiwan. International Journal of Human Resource Management, 14(2), 297-315.

Cohn, S. (2000). Race and gender discrimination at work. Boulder, CO: Westview Press.

Partnerships, C. A. (2003). Pathways and Progress: Best Practices to Ensure Fair Compensation. Chicago Area Partnerships, 2002: 1-7.

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