A History of the Issue of the Gender Wage Gap in America

A History of the Issue of the Gender Wage Gap in America The gender wage gap has been around since women began having jobs and careers in the economy. In the beginning of the wage gap was purely doing to discrimination as well as social stereotypes, now it has become more complicated than that. The issue today has evolved into a complex issue which combines our American culture, business economics politics and social culture. As a result, some are skeptical of the issue and some are very adamant in their mind set. The Equal Pay Act was initiated during the Kennedy administration. Since then, the gender wage gap has been narrowing every year, but it still does exist in the United States. The gender wage gap is the difference between what women get paid and what men get paid for doing the same job. Each year and pay quota women are paid 59 cents more than before which may be a good thing, more or less they the pay roll are not equal for working women and working men in the field. People have been trying to prove whether the gender wage gap i s institute, or unimportant since before the first act was passed. In the 1963 the gender wage gap was a huge issue; women made only 63% of what men made in the same positions. As time has progressed, women now make on average 77% of what men make in the same position. Every second a baby is born in the United States, according to the U.S. Census, and with a baby comes big responsibility. Whether it’s fair or not, the social norm is the woman stays at home, while the man goes to work to pay the bills. Since many women feel the pressures of family obligations more than the men do, they often are forced to choose between their family and their careers. Accordingly women statistically don’t put in as many overtime hours as men, says April Kelly-Woessner, a political science professor at Elizabethtown College. Employers complain that women regularly choose family obligations over their jobs. In politics men believe that women should not be in the field because they are women; though can have the same education women in the feature will eventually have families and have kids to take care of. With that comes multiple respponicbities. Thus women would have to retire and quit their current job to take care of their growing family. Many companies believe that men can do a better job than women because men do nessecarrly need to be worried about their running the household since its mainly the women’s job as the â€Å"House Keeper†. When many companies say this it sparks a debate, riot, and protest on the working pay roll of working women. To this day, there is still no definitive reason why, but the gap seems to close little by little each year. Can we contribute that to women standing up for themselves more, working harder to prove their worth, or even challenging the system? T.J. Billitteri wrote the article entitled Gender pay gap touching base on the important fact which is women working and sharing the same career title as a man are making far less money (March 14, 2008).CQ Researcher, 18, 241-264.Billitteri begins his article touching base on a large lawsuit of Ledbetter vs. Goodyear tire. Ledbetter, one of few females in her supervisory position, realized she was making $559.00 a month less than the males in the same position. She received around $3 million in back pay and damages. That case stirred up a lit of press on the pay gap issue and put emphasis on bills such as the Fair Pay Act. Recognized female state officials are pushing the enforcement of Fair Pay Acts and Equal Pay Acts more and more on Congress and the Senate still to this day. Billitteri (2008) states with those in effect men and women would have equal compensation when working in the same field. A prime example is a women working as a Chief Executive makes on average 22 percent of what a male Chief Executive makes. Looking at the 2006 U.S. Census statistics it showed â€Å"the pay gap at about 77 percent of the men’s median full-time, year-round earnings.† (Billitteri 2008). In Billitteris’ article he discusses how when hiring a female the company takes into account the possibilities for maternity leave, higher insurance needs, time off to care for children, and a raised risk for sexual harassment claims. It has become apparent that women are intimidated to seek out executive or other high paying positions In the 21st Century the number of women enrolling in higher education institutions is surpassing the numbers of men enrolled. The graduation rates of women from high school and higher education are most often higher than for men. The number of women graduates from most professional occupations, including higher paying medicine, law and business, will exceed the number of men graduates in the near future. In numerous occupational areas with a majority of women graduates, salaries already surpass salaries in occupational areas with a majority of men graduates. The idea that the majority of women are working the same types of jobs, and same amount of hours but still being paid much less than men is causing much concern. In recent history the gender gap is slowly decreasing. Young women are shrinking the education gay and earning degrees such as a masters degree and bachelors degree. In fact, women are earning more bachelor and masters degrees than men. In addition, women are also finding careers in law, business and medical schools. Women are starting to over come the limits of gender in the labor market. They are no longer settling for nurses, secretaries or salesclerks. Women are overcoming the great gender gap. Over the years studies have taken place in order to try and resolve this problem concerning the gender gap. According to the tables on pages thirty nine through forty the studies that presented show that women earn seventy seven percent of what men make during an average of fifteen years, but the studies which show the true incomes pay between the two different sexes shows us that the gap is much greater. Women are actually only making sixty two percent of what men are earning. The figure is summed up when the mens average earnings were at $49,068 and womens were far below the mens income at $ 29,507 for the fifteen year average

The Toyota Production System Article Example | Topics and Well Written Essays - 750 words

The Toyota Production System - Article Example This paper will review the article â€Å"The Toyota Production System† by the Public Affairs Division of the Toyota Motor Corporation (2003). The main issue then is that Toyota needed to become more competitive in producing global cars, but in a more organized manner. This section proceeds to the background of the issue. The manufacturing industry is a highly competitive sector that thrives in constant innovation. Toyota discovered that quality management is one of the keys to global competitiveness, and that its management can formulate the TP, which will be its driver of global strengths. TPS relies on years of trial and error, until it has been perfected and applied by Toyota worldwide. The trial and error system means that the company learned from actual mistakes of the system and developed realistic solutions. The TPS is the brainchild of Taiichi Ohno. The main manufacturing system then was the push system, where manufacturers made whatever they thought was in demand. Thi s created a great deal of waste and inventory, however, because real demand tends to fluctuate. Ohno, through repeated trial and error, changed the push to a "pull" system that disabled the factory from making unnecessary items. The pull system consisted of tools, including the kanban (information card), andon (display board), and poka yoke (error prevention). Minoura asserted that only when these "loose collection of techniques" were consolidated into a fully-fledged system that the company was able to deploy TPS across its manufacturing plants. The major points of the article are that the TPS can identify wastes in the production process and optimize the scheduling process, training people are fundamental to achieving quality products and processes, and good supplier-manufacturer relations are critical to an efficient production system. The article highlights the importance of just-in-time production that begins with cutting the lead-time for making things. Minoura argued that it is important to cut processes that do not add value. He noted that many delays come from transferring one part to another and so if it is possible to eradicate transfers, this greatly reduced lead-time. The TPS is also about developing people. The article argues the value of human development to TPS, because people are the ones making products. It asserts the importance of training people to following rules and regulations of kaizen so that Toyota's monozukuri (making things) can be attained. Minoura also underscores that localization or genchika is important. It is about promoting the attitude of TPS ingrained into the local employees of the company. Finally, suppliers are called to think like car manufacturers, so that they can also cut costs and customize their products. Toyota maintains good supplier relations to attain cost advantages and preserve trust, which is critical to the just-in-time system. Hence, TPS is truly a comprehensive approach to manufacturing, as it merges peo ple, technology, management, and systems thinking under one umbrella of total quality management. In conclusion, this article suggested the use of lean manufacturing in reducing lead time and generating a climate for developing a learning organization. I believe that lean manufacturing will truly have an impact on lead time, because its diverse tools and practices are crucial in identifying wasteful processes. These tools also stress the value of correcting mistakes as they occur and incorporating thinking when solving problems at individual work levels. Furthermore, TPS is not only a technological system with information system dimensions, but also a people management system dimension. The

750 to 800 Word Limit Final Assessment Paper to be done in APA format Essay

750 to 800 Word Limit Final Assessment Paper to be done in APA format - Essay Example Their duties include the safeguarding of the university charter; the implementation of performance evaluations; budget allocation and fundraising; the election or appointment of the university president; and the performance assessment and monitoring of the president. President/Chancellor – The University President generally ensures that the university is run properly and that the university’s standards are maintained and sustained; provides overall leadership to the university and its academic and non-academic departments; acts as the mediator between the board and the university administration; and is responsible for the public image of the university (Puss and Loss, 2009). Provost – Also called the Vice President for Academic Affairs, the provost is in charge of everything that relates to academics and student affairs like performance evaluations of professors and students and student disciplinary measures; ensures that the curriculum of every course is complete; works closely with the president; recommends curriculum changes and additions; and acts as the mediator between the academic community within the university and the administrative bodies (Puss and Loss, 2009; Lombardi, et al., 2002). Executive Vice Presidents/Vice Presidents – The various administrative duties of specific departments rest on the shoulders of the university’s vice presidents. They work in close contact with the provost and the president in order to discuss and resolve issues, like finance. Heads of Colleges – The heads of these various schools and colleges are responsible for ensuring the stability and he smooth running of operations in the specific college he or she is assigned to. These academic heads report to the provost to make recommendations on positive changes, as well as resolve issues within their respective colleges. Academic Deans – Academic