DEBATE Essay Example | Topics and Well Written Essays - 750 words

DEBATE - Essay Example Tyson 42) Accordingly, the studies do not control do not control for legitimate differences in compensation since qualifications, seniority, merit and business activity related factors are linked to the pay gap between men and women. According to estimates, there is no appreciable difference in men and women’s pay since ‘legitimate’ differences account for the insignificant pay gap. The federal law requires employers to prevent discrimination in their employment activities and provide healthy and safe working environment. For instance, Title VII of the Civil Rights Act 1967 provides for equal opportunities for the minority groups while the Equal Employment Opportunity Commission investigates instances of unequal treatment or discriminatory practices in employment matters (Noe, Hollenbeck, Gerhart, and Wright 66). The Equal Pay Act 1963 requires for equal pay for men and women performing the same jobs while Pregnancy Discrimination Act of 1978 prohibits discrimination of women on the basis of pregnancy (Noe, Hollenbeck, Gerhart, and Wright 65). According to 2013 statistics, women were paid 78 percent of what men were paid and all the US states experience pay gaps between men and women (Tyson 41). The worst state was Louisiana where women were paid 66 percent of what men were paid. The pay gap is even worse for minority group women since Hispanic women are paid only 54 percent of what men are paid. The women are paid less in both male and female dominated occupations and pay gap is higher for aged women since women aged more than 35 years receive only 75 to 80 percent of what men are paid (Tyson 63). In this case, HR managers must conduct pay audits in order to remedy the pay differentials while women employees must utilize their negotiation skills to attain fair pay. The federal policy makers should consider enacting new legislation that will curb pay gap (Tyson 65). The opponents of pay gap outline that women have surpassed men in college and university

Human Resource Management, Employers and the Management of Labour Essay

Human Resource Management, Employers and the Management of Labour - Essay Example The business environment and the way of working of the industry have been undergoing many alterations since the past few decades. Previously managers were only liable for keeping discipline in an organisation. They even did not have a noteworthy role to play in the process of selection and recruiting. But the scenario has been altering and the role of managers has been observed to totally metamorphose. The fundamental reasons behind this metamorphosis were the increasing consciousness between the workers and the abolition of trade unions to a large extent. The other reason was that the managements were no more inflexible and became increasingly agreeable to causes and also adjustable to the progresses in the technological sector (Dalton, 1950). But in the current era, the organisations have realised the magnitude of their human resources as it is with the help of these resources that increased productivity is attained by an organisation. An important feature which needs to be mentioned is that the supervisors in an organisation are referred to as the management and the employees coming in the category of nonsupervisory level are referred to as the labourers in this paper. Labours require working in teams in organisations and thus it is an obvious fact that there would cause differences between themselves. In such circumstances the interference of management is considered quite necessary so as to resolve the issues and maintaining a good working environment (Dalton, 1950). The purpose of this paper would be to assess the labour problems and the rights of the managers along with the differences in the traditional and contemporary practices. Labour Problem and the Need to Resolve It Disputes among the human resources and the m anagement are a known phenomenon. Disputes among the employees could take place due to various reasons and it is in this context that the managers need to take control of the situation. The managers are the one who are being entrusted with the responsibility of solving the disputes. In this context it is important to understand the reasons of dispute among the employees or the human resources first and then the role and need of the managers. The reason for disputes among the labourers and the management in the industries has been categorised into four key divisions which relates to the economic, managerial, political and other causes (Dalton, 1950). It has been learnt that majority of the industrial differences among the labourers and the management has been owing to economic reasons. The prime economic reason has been the problem of low wage. The wage structure in the industries is generally low and so, it gives rise to some grave complexities for the human resources in terms of me eting up to their basic requirements. The human resources want the pay or the wages to be proportionate to the quantity of work done by them. Such wants takes the form of industrial differences and problems. The want for higher pays has been observed to be the most central reason for problems between the labourers and the management (Michael, 1988). The want for extra pays in the form of bonus has been credited to be the other reason for differences arising out of want for pays. The augmenting cost of survival has been the reason for the labourers to claim and put forward their want for extra remuneration as dearness allowances. The increasing prices has been turning out to be triggering the want for dearness allowances and the un-acceptance of such wants by the labourers give rise to these industrial differences. The workforce of an organisation is considered to be an integral division of the production. The