Abstract The paper studies the perceptions and realities of femalefacultycompensation at American colleges and universities. The paper determines that faculty women earn lower salaries than faculty men and they tend to occupy, in noticeably larger proportions, the lower rungs of the academic hierarchy. The paper discusses how disparities in women's pay and promotions are reflections of the wider society's prejudices and preconceptions. The paper recommends that college and university faculty and administrators work together to change views and institute real programs to change these long-established prejudices. The paper includes appendices.
Outline:
Chapter 1: Introduction
Background: Equality and the Workplace
Statement of the Problem
Research Questions
Significance of the Study
Research Design and Methodology
Organization of the Study
Chapter 2 : Literature Review
Equality in the Workplace as a Reflection of Equality in Society
Chapter 3: Gender Pay Inequity Among College and University Faculty Why is Gender Pay Inequity Important?
The Value of One's Work and the Gender Inequality Experience
Chapter 4: Gender Pay Inequity Among College and University Faculty: Belief Vs Reality
The Beliefs
The Realities
Chapter 5: Conclusion
Introduction
Summary
Recommendations
From the Paper "American society has changed dramatically in recent decades, and with it, the American workplace. Age-old assumptions and practices have been given up in favor of new outlooks and techniques. The last third of the Twentieth Century was a time of leveling, a period in which long oppressed groups fought for and, in many cases, gained their rights. Americans on all rungs of the socio-economic ladder looked at, and re-evaluated, the fundamental premises and promises of their nation and society. The United States was a country conceived in liberty, justice, and equality for all, principals that had not always been lived up to; opportunities that had not always been made available to all. After a long and hard struggle, ethnic and religious minorities obtained equality under the law. They fought for and won equal recognition in the voting booth, in the restaurants, clubs, schools, and the workplace. Conscientious citizens looked beyond the obvious minorities and discovered a full half of the American population that was suffering from discrimination. From the beginning, America's women had been denied their right to a full and equal participation in the American dream."
Tags: prejudices, preconceptions, bias, discrimination, salaries, positions, corporate, culture, women
Abstract This report discusses age discrimination and its application to faculty. The paper describes the issue, discusses opinions related to the issue, analyzes relevant case law, discusses the implications of age discrimination for leaders in higher education and draws a conclusion.
Abstract This paper explains the executive compensation policy of Rite Aid Corporation, a publicly traded company. The author contrasts the company's executive compensation policy with that of its chief competitor. The paper suggest several ways to enhance a company's policy to minimize agency conflict and maximize shareholder wealth.
From the Paper "Rite Aid Corporation is a drug store chain. The stated objectives of its Compensation Committee are to support the achievement of desired company performance, to provide compensation and benefits that will attract and retain superior talent and reward performance and to fix a portion of executive compensation to the outcome of the Company's performance. The executive compensation program includes a base salary performance bonuses and long-term incentives in the form of stock options. Stock Appreciation Rights known as SARs stock-based awards and restricted stock awards ..."
Tags: executive compensation programs, Longs Drug Stores, Rite Aid Corporation, bonus, salary, short term incentives, long term incentives, compensation committee, variable compensation
Abstract This paper details the history of compensating employees for work, including various approaches used today. The author details sales compensation as compared to different methods of paying employees. The writer states that different methods of compensation depend on the actual work being performed. The paper concludes by citing the important connection between employee compensation and employee motivation.
From the Paper "Although archaelogists do not know the first time that humans worked for compensation, the first salaried work necessitated an advanced society that had some type of barter system in place that allowed work to be exchanged for goods and services. In addition, the society needed to have organized employers that agreed on how much should be given for how much work. From this, most infer that the first salary would have been paid in a village or city during the Neolithic Revolution, sometime between 10,000 BC and 1,000 BC (Wikipedia)."
Abstract The paper discusses how free enterprise affects the overall business environment and specifically as it determines, or should determine, compensation strategies of organizations. Free enterprise is first examined as it relates to North America and to companies and corporations. This is followed by an in-depth analysis of organizational compensations strategies within the framework of free enterprise. The paper's conclusion is that executive level compensation strategies have been separated from free enterprise fundamentals and that this has led to corporate abuses of power.
From the Paper "This paper examines the role that the general economic theory, as contained in the concept of free enterprise (FE), plays in contemporary organizational compensation strategies. The question posed here asks if the concept of free enterprise has been completely discarded in organizational compensation strategies as managed through human resource departments and corporate strategy making bodies. The hypothesis is that while most employees are compensated based on what the FE market will support, most executive level compensation strategies are no longer dependent on the FE to determine appropriate levels."
Abstract This paper critically analysis some of the issues and concerns of the compensation and the benefit models used in the IT industry. Many similarities as well as differences are observed based on the job scope, the nature of the core business and the location of the business. The effort of this study is to ensure that the best possible model is introduced.
Table of Contents
Introduction
Discussion
The Pay Model
Strategic Perspectives
Internal Alignment
Job Analysis and Evaluation
Person-Based Structures
Competitiveness and Pay
Pay for Performance and Performance Appraisals
Benefits Determination and Benefit Options
Extending the Compensation System - Special Groups
Managing the System - Government & Legal Issues
Conclusion
From the Paper "IT encompasses design, installation and maintenance of computer hardware, software, and a forum for collection, processing, storage, presentation, archiving and retrieval of information. The concepts of processing information collected using all the capabilities of a computer (hardware, software, databases and storage technology) and the networks linking the components of computers together to share information as and when needed is referred to as Information Technology. It is clear therefore, that IT industry employs individuals within a wide range of job scopes. As a consequence, the motivating factors that are required differ considerably. Compensation and benefits are an important factor in the motivational theory models used in organization."
Abstract This paper examines the major benefit and compensation plans in the United States. It includes a discussion of health care, stock options, and other benefits. It discusses compensation including hourly wages, salaries and commissions.
From the Paper "A comprehensive benefit program for employees of a company would include all of the following elements: A choice of health care options for employees and their family members. This would include access to one or more Health Maintenance or Preferred Provider Organization programs; An option under which an employee that opted out of the company's health care program would be given a monthly cash incentive instead; A dental care program for the employee and family members..."
Abstract This paper looks at stock options and compensation packages and some of the problems raised as well as comments from those supporting this approach, noting the recent rule changes that will also change how employees are compensated with stock options, an addition to base pay and only one of the other means of pay that are used to motivate, recruit and reward.
From the Paper "Compensation packages are a means by which companies can achieve several different goals related to recruitment, retention, and motivation, among other things. Such packages are constituted in a variety of different ways, and one issue that has been raised is what role stock options should have and how effective they are in the compensation package. The question is also asked as to whether they serve the needs of the company and the employee alike or favor one over the other. In terms of the general issue, of compensation, Molvig (2005) states, Executive compensation never involves just one element. Boards must look at every piece of the package to determine if it furthers the goals of the CU and the executive (para. 1). Compensation is not the only element in recruitment and retention, however, and surveys show that while important, compensation is not necessarily the most important factor. "
Abstract The paper evaluates the ethics, compensation programs and benefits spending for company associates at Wal-Mart. The evaluation relies both on historical salary data, gender differences in pay, and on on the utilitarian concepts of ethics, and the interpretation of utilitarian ethics, as presented by various researchers.
Outline:
Introduction
Assessing the Ethics of Wal-Mart's Wage Structure
Utilitarian Ethics of Wal-mart's Compensation Program
Conclusion
From the Paper "From the ethical and theoretical constructs as originally defend by Mill as utilitarianism (Mill 1861), their extensive use in the development of ethics-based programs for managing both governmental and corporate institutions, and the application of concepts to contemporary management (Adams, 1976), a solid theoretical framework has been created for evaluating if the salary, compensation and benefits practices of Wal-Mart. The mass merchandisers' practices in regard to hiring, retention and bonus payments to employees is ethically argued to be contributing to the company's greater financial performance and ability to invest heavily in its fulfillment systems, in addition to its retail stores.
Deliberately underpaying associates and managers for the purpose of driving up the profits per square foot of retail selling space may be highly utilitarian for shareholders, senior executives and other stakeholders, yet is egregiously unfair and unethical to workers. Drogin (2003) highlights the wage, benefits, and advancement opportunities are drastically out of balance between part-time, full-time and women who work for Wal-Mart as sales associates. For the utilitarianism of providing shareholder value, inequalities are needed from the associates to attain the higher profits. If Wal-Mart paid at wages that would give associates a higher quality of life, their revenue growth driven from massive investments in infrastructure would not be nearly as impressive.
"As Stone (1975) advocates that corporations first and foremost have the responsibility to deliver revenue growth and a solid return on investment to shareholders and don't really have a requirement for delivering CSR-related initiatives and support for the many unmet needs in their communities, Friedman (1970) accentuates this position by saying that corporate executives have no responsibility to deliver CSR benefits and initiatives"
Abstract This paper deals with the development of a compensation system within an organization. It lists pros and cons and why they are list as such. Obviously depending on which side you are looking will depend whether it is a pro or a con. Therefore the paper discusses the employee and employer relationship and goals.
From the Paper "When an individual is pursuing a new position in the workforce there are many criteria that he/she should consider before accepting a new position. Often we look at pay scale alone and overlook other elements, which should be important to our overall fulfillment within a potential job. These elements should not only be included but should play an important role in we accept and decide to keep a specific position. In addition to this, whether you need them or not, health care is an extremely important benefit which employers must try to provide. Regardless the employer should not try to gain the smallest amount of compensation in order to gain an employee but should be fair in his benefits package as well as his salary offerings. Philosophy: Obviously employers want the best of the best, but this is often difficult to see just from the interview and resume process."
Abstract This paper discuses the issue of gender roles in Charlotte Lennox's book "The Female Quixote". It focuses on the main character Arabella and how she manages to make the world revolve around her. It looks at the issue of female empowerment, relationship between the sexes and how these relate to modern day.
From the paper:
"Charlotte Lennox's "The Female Quixote" decries the influence of romantic novels on its main female protagonist, Arabella. Like Cervantes? Don Quixote, a reading of romance novels, tales of beautiful women and their influence on men, and of their being the center of the world they dwell in, with everything seeming to revolve around their person, ostensibly seeks to expose the delusions of such women. By putting the onus of such delusions upon the romance, they decry fictions, or at least the genre of fiction that goes by the name of romances. However, a reading of the novels brings forth the great truth that it is neither the romantic fiction, nor its misreading and misinterpretation by the main protagonists of these two novels and others of their kind, but the entire gamut of gender relations that can be held responsible and that needs to be probed further as the cause of such delusions. "
Abstract Traces the historical evolution of female sexual-social mores, the biological influences on female mating preferences and styles, and the evolution of the monogamous and non-monogamous family. It ends with a discussion of the implications of exchange theory and the scarcity model of economics as it relates to modern monogamy and its social, emotional, and physical consequences.
Historical Evolution of Female Sexual Social Mores
The Biological Evolution of Female Sexual Preferences
Future Evolution of the Family
The Social and Emotional Consequences of Serial Monogamous
Relationships
The Social and Emotional Ramifications of Non-Monogamous Relationships
Possible Evolutions: Scarcity Model versus Abundance Models of Sexual
Economics
From the Paper "The forces of history and biology have served to promote the suppression of female sexuality and the idealizations of monogamy among female humans. However, the recent rise of feminist power movements, secure birth control methods, and a cultural "sexual" revolution have combined to make non-monogamous lifestyles the norm. While most women still embrace the ideal of monogamy, life-long marriage relationships have been replaced by serial monogamy as the standard in Western Culture. Non-monogamous relationships are also gaining in popularity."
Abstract This paper examines the difference in depression levels among female adolescents attending rural schools versus female adolescents attending urban schools. The paper looks at the rationale for the study; presents a review of related literature; methodology and implications of the study. The focus is on urban versus rural schools.
Abstract Female genital mutilation has been an institution in Islam for centuries, still exists today, and is practiced in at least twenty countries throughout the Islamic world, from Africa to Indonesia. This hideous practice emerged in Arabia, the original Muslim homeland, from where it spread to the regions conquered by Muslim armies. Quranic injunctions, Islamic conquests and Muslim administrative institutions have given it a continuity and legitimacy which have perpetuated it into modern times. This paper discusses female genital mutilation in the Islamic world. The paper discusses its history, origins, where it is practiced, how it is still practiced today and what the position of Islamic authorities of today is on female genital mutilation.
