Annotated Bibliography
Burkus, David. "Why You Should Know How Much Your Coworkers Get Paid." TED: Ideas Worth Spreading, Ted Conferences LLC., Jan. 2016, Accessed 4 Nov. 2016 www.ted.com/talks/david_burkus_why_you_should_know_how_much_your_coworkers_get_paid.
David Burkus’s speech is about pay transparency. Pay transparency is when everyone in a company knows what everyone makes. He explains that main reason that companies don’t allow this is because they can save a lot of money by keeping everyone’ salaries private. Although this is true, Burkus also said that most people feel underpaid or discriminated against and are more likely to quit. After this, he recounts of companies that have used pay transparency, and it has worked. He ends
…show more content…
“Pay Transparency.” SAGE Journals. SAGE Publishing. 2014, Accessed 4 Nov. 2016 cbr.sagepub.com.proxy.mul.missouri.edu/content/46/5-6/292
Friedman in this article starts off by address that the recession of 2008 has quite a few people struggling from pay check to pay check. She uses this topic to go into how pay transparency has been implemented by the government and what has come of it. She also says that the Obama administration has been working to increase pay transparency. Her final point is that the point of pay transparency is to get managers to preform performance evaluations to base people’s salaries. This source is useful for those looking for descriptions of pay transparency and what the true purpose of it is. This source is very similar to a lot of my other articles. It main deals with the idea of pay transparency, which is the main focus of my other papers. The information is from SAGE journals which I think is a reliable source and provides good articles. The goal of this source is to get the idea of pay transparency more clear to the
…show more content…
It discusses how pay transparency can be used to limit the discrimination found in workplaces. Gowri believes that all discrimination troubles could be resolved by allowing everybody to see what each other’s make. He discusses the major pay gaps found between different races and different genders. For anyone wanting to look into pay transparency, this is the perfect paper for them to look at. It goes in depth to different ways that pay transparency can help and exactly what it is. This article is a lot more specific and more focused one just one topic than the other articles in my bibliography. This information comes from a pretty reliable source which is Penn State Law Review which is a notable journal. The main goal of this paper is to get the idea of pay transparency more widely spread. Considering my whole paper is on pay transparency, this article is very helpful and will provide me with plenty of talking points in my paper. This article will mainly pertain to the first part of my paper where I will describe pay transparency and set up the rest of my paper. This paper just reinforced what I thought about pay
secretaries, for example). Today, most Americans support equal pay for work of comparable (not merely identical) value. It is past time to ensure it is achieved.
I found that implementing a pay secrecy policy would be illegal. The NLR says that doing so is an unfair labor practice. You can discourage employees to discuss salary but they do not have to obey. The best thing to do is do your homework and make sure you are offering a competitive salary. You should look at education, experience, and what
D. Teather: The Guardian, US executive pay goes off the scale. Retrieved Feb 10, 2011 from: http://www.guardian.co.uk/business/2005/aug/04/executivesalaries.executivepay2
When employees were asked, what factors could be changed at USAA to help maintain employee motivation levels, a couple of them answered with, “higher wages” and “more money”. This response corroborates other studies regarding pay which state surveys will more likely under emphasize the importance of pay relative to other motivational factors. (Rynes, Gerhart & Minette, 2004). “Financial incentives had by far the largest effect on productivity of all interventions. For example, pay was four times more effective than interventions designed to make work more interesting.” (Rynes, 2004). One reason for this phenomenon is social desirable responding. It should be noted, that although pay may be under reported, the results indicate other factors are also important for employee
Rennhoff, Adam D. "The Consequences of “Consideration Payments”: Lessons from Radio Payola." Review of Industrial Organization 36.2 (2010): 133-47. iCONN. Web. 1 Oct. 2013.
To resolve the gender wage gap, the government should consult with employers in federally-regulated sectors to apply a gender-based analysis to the design, development, implementation and evaluation of the policy. The law should clearly outline the systematic discrimination that women face in the workforce. This policy would entail employers to determine whether gender-based disparities exists and reevaluate the current pay system from an equity perspective to ensure and promote pay transparency. The law of ensuring pay equity should first be applied to the public sector, including federal public servants, employees of Crown cooperation and federally regulated companies. After this law has been found to be effective, it is also recommended that private corporations follow the same suit and comply with the pay equity
Almost two years ago the company where I am employed, RGIS LLC, mandated a pay policy change for the hourly employees. Hourly employees make up over 95% of RGIS’s labor staff. This new, four-tier payment scale, aptly named “Pay 4 Performance” (p4), ultimately affected thousands of employees who had been with the company for years and had high pay rates simply as a result of longevity. The four new levels would have a matching pay scale based upon each individual employee’s production. These levels are what RGIS calls an ASET level: Auditor, Specialist, Expert, and TopGun, with each level advancing to a higher production and pay rank, respectively (Company).
Sumo, V., & Weitzman, H. (2013). Are CEOs overpaid? The case against. Retrieved from Capital Ideas: http://www.chicagobooth.edu
Women are more than half the work force and are graduating at higher rates then men and continue to earn considerably less then men. There are several contributing factors to the gender wage gap. Women experience gender discrimination in the work force even though it’s been illegal since the Equal Pay Act in 1963. One of the challenges for women is uncovering discrimination. There is a lack of transparency in earnings because employees are either contractually prohibited or it’s strongly discouraged from being discussed. Discrimination also occurs in the restricting of women’s access to jobs with the highest commission payments, or access to lucrative clients.
One cannot begin the discussion of gender pay gap without defining it. Simply put, gender pay gap is the inequality between men and women wages. Gender pay gap is a constant international problem, in which women are paid, on average, less than that of their male counterpart. As to if gender pay gap still exist, its exactness fluctuates depending on numerous factors such as professional status, country and regional location, gender, and age. In regards to gender, in some cases, both men and women have stated that the gap does not exist. Due to various countries initiatives to shrink the wage inequality between men and women wages in the work force, the gap has narrowed, respectively, which may have helped form such opinion. However, stating that the gender pay gap does not exist in today’s society, anywhere, is completely unlikely. Seeing that the gap has loosened its grasp in the working world, in other countries, the gap between pay has widen or remained stagnant. One cannot help but wonder why the gap remains consistent even with such substantial progress made in countries where the gap has decreased.
We the governed should have transparency that enables us to direct access and the right to reduce their pay or oust them immediately base on their work performance. Gender, race, age, culture and religions will all have access to all levels and a say at the table of opportunity. Equal privilege for
Author Greg IP, describes real pay as the amount an individual makes in monetary terms after accounting for inflation. The logic behind this theory is that “the more a worker produces for his employer, the more he’ll earn” (Ip, 2013, p. 58). Greg Ip, provides an example of this theory and its dilemma in his book titled The Little Book of Economics: How the Economy Works in the Real World. Greg Ip, states that “someone with a backhoe can dig more than someone with a shovel”, therefore it may be expected that the employee who produces more is compensated respectively (Ip, 2013, p. 58). However, the employment world does not always guarantee that the highly productive employee will benefit more than the employee with less productivity and often it is the “employer” who gains the capital profitability in this employment agreement and other times it is even the consumer of the product or
Hays, Scott. "Pros & Cons of Pay for Performance." Workforce 78, Number 2 (February 1997): 68-72
The above examples of pay show that the more skills, experience employees are with the organization the more they are compensated. Organizations would benefit by utilizing the same practice’s Disney extends to their workforces. For those businesses whose primary purpose of their plan is to only meet compliance requirements could greatly benefit by developing a comprehensive benefit plan. This could help increase their return on investment. The value I believe a business may gain from Disney’s compensation plan is to appeal to competent workers, to maintain those workers, and to motivate workers to direct their energies towards achieving the goals of the organization. Companies can set up policies to conduct a market study on a regular basis to implement a real performance appraisal system and then work on retaining good employees and elimination of poor performing workers. By following Disney’s lead of in obtaining those who best fit their company’s culture and supporting the company’s Mission. To guarantee that the pay structure is externally competitive, a pay survey should be shown. The results of a survey to be valid, the market pay data must be from the relevant labor market for each benchmark job. I would advise that a survey of regional and global pay data should be collected from the company, because for example, most of the office support, HR and operations jobs will be filled by local applicants. A job analysis is the procedure of reviewing jobs in an alike business. The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of job within a company
The total pay package has a direct impact on the successful recruitment, selection and the retention of staff within any organization. This pay package is critical for any business to remain competitive in today’s business world. Competitive compensation packages are vital to both large and small organizations as they encourage the retention of talented staff.