About two years ago Sue got was laid off from her last job. She applied at many different entry-level positions, as she has no other experience. She does not receive a lot of child support from her ex-husband so Sue relies on the income she brings in to support her and her two children. When Wal-Mart called Sue for an interview, she was so relieved and excited about the opportunity. Wal-Mart hired Sue; she was told that she would start above minimum because of her ten years experience in the field.
Barbara Ehrenreich's intent in the book Nickel and Dimed: On (Not) Getting By in America exhibited how minimum wage isn't enough for Americans to get by on and that there's no hope for the lower class. Her main objective was achieved by living out the life of the "working poor". During the three cases studies she worked many jobs that are worked by many that are simply striving to live day to day. The jobs she had didn't generate sufficient income to avoid or help her rise out of poverty, in fact the six to seven dollar jobs made survival considerably difficult. Enitially, she believe the jobs didn't require any skill but while on her journey she started to realize they were stressful and drained a lot of energy.
According to work perspective, for majority of the time we do not stand out for others despite their innocence, “So why didn’t I intervene”? (275). we would just remain silent in order to keep our jobs. In this essay, Ehrenreich recounts how she felt guilty for not standing up for George when he was accused of stealing goods. This feeling of inability is common in low-income people, not well-educated workers limits their opportunities to find better jobs.
Over a lifetime, this can add up to a loss of thousands of dollars. (www.aflcio.org/women/equalpay.htm) Even though I am only eighteen, I have already experienced such limitations in my life. An example of this would be during my senior year of high school where I worked part-time at a convenience store. Among the high school students working there, two were female and three were males. Although my boss was a woman, she still favored the males, even though the female workers were more reliable and hard working.
She told me about the things that cause continuity in her situation, things like her husband dying, small social security support, and expensive taxes leaving her unable to afford the payments and upkeep for the home they lived in. With no family and no other options, she literally had to go back to work and continues to hold a position despite her age and deteriorating body she has to work her life away to keep affording basic survival needs. Yet, Ferri-Reed mentions that each generation stresses over different things and with the older generations not so much on finances (22), but one thing that every generation stresses over is the
Employees who are overworked will tend to resent the facility and decide to quit and find a “better” place to work, but their all the same in the policies for being mandated. A facility without employees can not thrive, let alone even exist. The facilities should put in guidelines to help alleviate the stress and headache of having to be forced over. Employees should earn days off after being mandated and should not be forced to work more than five days in a row. Working holidays are a given in this choice of career, but to be forced to work seven days in a row because the said holiday falls on the only day off the employee has, is completely uncalled for.
Yes, in the book Nickel and Dimed, Barbara Ehrenreich did face problems when working minimum wage jobs. In each state, Ehrenreich works with different people, but having the same problems in the end. The challenges she faced was the different people she worked for, who seemed not to care about their employees as long as they came to work and did what they were told to do. The rules and regulations at each job were different, and never the same. All her fellow co-workers’ personalities were different.
In 1884, Leonora Barry joined the Knights of Labor and campaigned to abolish child labor. Leonora was elected to travel to different factories and record her observations of poor working conditions in factories for women. She traveled to the biggest industrial cities. This task prompted Leonora to write “Organizing Women Workers.” () Leonora was also prompted to write the article by her personal beliefs and views. She had worked in a factory for two years making no more than 65 cents in her first week but she pushed through and stuck with that factory job for two years (www.patheos.com).
I interviewed my mother, Jenny Williams on her opinion of her work and views of work. I held the interview in our living room. Jenny is 53 years old, has one daughter, me, resides in Larksville, Pa, and works two jobs. As her daughter I feel that she does not need to work the two however it keeps her busy. I asked seventeen questions and am not sure how long the interview took although we did have one interruption that took fifteen minutes to resolve.
Gender wage gaps in 2004 are not primarily caused by discrimination against women. Gender wage gaps are largely the result of work history, experience, industry and the choices women make. Examples would be three of my four very successfully employed Master’s degree daughters in their 30s who are now temporarily staying at home taking care of their young children. An example of the significant advances made by women in employment and wages is the annual follow-up of the graduates of the Wisconsin Technical College System. Universities and university systems like the University of Wisconsin System do not have comparable data for their graduates.