Case Study: The Comparable Worth Debate in Twin Oaks Hospital

Nonetheless, in this case, workers are lowly paid. They have to organize strikes for any wage increment to be effected. The labor unions are actively involved in dealing with the concerns raised by its members. All members are therefore called upon to pay a small proportion of their wages to the union as indicated by the young lady’s payment of 25 cents monthly. Wage inequalities are overwhelming particularly defined by gender. She reports that some men could make as much as $16 a week while others as low as $3.5 while she was on $5.5. Mistakes are not tolerated at all. New workers are called upon to be very clinical and accurate in their work. This explains why they would suffer in the course of their work and never report it. Perhaps the death of the young lady’s mother is related to

With every job, comes a task or responsibility to accomplish. Every employee has a particular duty to fulfill on a day-to-day basis – it’s what he/she constantly thinks about during the workday. What about the operations of a business that most employees do not think about all time? How does the company run efficiently? How is a worker’s worth determined based on compensation? What criteria did management utilize to choose the employees that work for them? In order to effectively answer these questions, that is where people like Dr. Kathy Hanisch come into play.

Competition has its dark side. It is reported that over 40% of California hospitals have very poor patient safety as per the national report card and they are said to be poorly performing hospitals. Competition thus has decreased the patient safety and any hospital that wishes to remain in the market ought to consider this key feature. The hospitals taken for analysis have not released any data or report that can be researched pertaining to this issue. The projection of the hospital as very safe for patients would be the best marketing strategy. (Terhune, 2012)

Based on my analysis, both organizations do not have the capacity to manage change, however, out of the two, Middleboro Community Hospital is a little better. Both organizations are suffering from drastic leadership changes where people are either retiring or leaving. Having a strong leadership is the first step towards change management and both do not have that. MCH, however, has the support of its Board of Trustees due to their keen involvement in the operations of the hospital. The executive team meets with the President weekly and tours the hospital. Whereas, at Webster Hospital the team meets twice a month. MCH leadership and Board of Trustees are more involved and collaboratively work on the strategic plan. Webster Hospital is at OMC’s

Differences in the employees’ pay and compensation can be a form of discrimination depending on whether it is guided by job position, experience, and qualification of the employee or not. Occupation differentiation and differentials in earnings is not necessarily a form of employment discrimination. However, the case in ABC Corporation which had led to disparate treatment of employees in terms of payment had created a form of unintended discrimination and trying to correct it cannot raise ethical conflicts between the employees (Clarkson, Miller & Cross,). Ethics are based on the principles of doing right or wrong, god or bad in a certain situation. In this case, ABC Corporation is trying to honor its moral obligation by doing what is right-balancing the pay of its work to solve differences in their pay. This does

James recalls a story of when he asked his supervisor for a raise stating that he was tired of being paid such low wages for his hard work. His supervisor, Phonse Bean responded with, “Really, by you doing so many jobs, it cuts you high-level pay down to lower pay, to medium grade. Actually, the way I got it figured, you 're fifteen cents overpaid now an hour. But I 'm going to give you a nickel raise-because I think you 're worth it.”

A standout amongst the most much of the time made inquiries in our nation is by all accounts: Should the lowest pay permitted by law be raised or would it be a good idea for it to be brought down or wiped out inside and out? Raising the lowest pay permitted by law would lift unique individuals out of destitution as well as lift the spirits of these persevering people by remunerating them decently, subsequently reinforcing organizations and the economy general. The lowest pay permitted by law would decidedly influence understudies and society a considerable measure.

A merger is a partial or total combination of two separate business firms and forming of a new one. There are predominantly two kinds of mergers: partial and complete. Partial merger usually involves the combination of joint ventures and inter-corporate stock purchases. Complete mergers are results in blending of identities and the creation of a single succeeding firm. (Hicks, 2012, p 491). Mergers in the healthcare sector, particularly horizontal hospital mergers wherein two or more hospitals merge into a single corporation, are increasing both in frequency and importance. (Gaughan, 2002). This paper is an attempt to study the impact of the merger of two competing healthcare organization and will also attempt to propose appropriate

“Paying your employees well is not only the right thing to do, but it makes for good business”-Jim Sinegal, CEO of Costco. Many of America’s employees are not being paid well, however, for the annual income of a full-time employee who works year-round is less than $16,000 (about $15, 080) according to the current federal minimum wage (Rebuilding). To put into retrospect how out-dated the federal minimum wage is, consider that the minimum wage of 1956 amounted to exactly $7.93 in 2009 (Henderson). How progressive is it that our nation’s workers being paid less today than workers from the 50’s? The federal minimum wage should be raised in order to assist families out of poverty, to ensure the effort and loyalty of workers, and

Some people look at Secretaries, Teachers, Police, and Diesel Mechanics as overpaid and over appreciated. Even though secretaries work a full week their salaries are still higher than a normal man’s wages for a year.Teachers might be seen as overpaid or over appreciated, since all they get paid for is teaching the youth of America, the salaries need to be cut down a little bit to save money. Police officers could be looked at overpaid or over appreciated,since they sit around the office and pig out on donuts. Some officers are abusive and pitiless when an innocent citizen even tries to talk about a problem he or she has with that specific officer.Some people argue that diesel mechanics make much more money than they should, since all they do is work on Diesel engines for a living.

The case of the missing raise, examines areas of conflict Management, and Communication within Leadership. Marsha Lloyd was offered a job from her previous colleague Fred Massie, as an Assistant Professor in the department of Management at Central University. Marsha and John then started to weigh the good and the bad, and then came to a decision that it is a great opportunity, and then she accepted the offer. Marsha started her new job eagerly. In addition the transition was pleasant, and the faculty members gave her a warm welcome. However Marsha sense conflict within weighting and standards that applies to performance merit. However Marsha felt confident about her accomplishments and overall performance. Based on her feedback Marsha expected

Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).

Apparent at first appraisal of Hospital Z is what appears to be the issue of organizational (in)justice, which, according to Coutier, Denis, and Bilodeau, “refers to the perception of being treated fairly in the workplace…It is critical to the employer-employee relationship, exerting a wide influence on employees’ attitudes and behavior in the workplace” (p. 398). These authors further contend that research categorizes “...four types of justice perceptions: procedural, distributive, relational (interpersonal) and informational justice” (p. 398). These perceptions exist at the workplace and contribute to the problems.

1. Assess proposals to institute pay for performance in federal agencies. What are the consequences of adopting new labor–management procedures at a time when the United States is deeply involved with homeland security and other national security concerns?

As of the past 3 decades, women have shown a commendable progress in the workplace. For instance, the average weekly earnings for women was 62.1 % that of men in the year 1970. The raw pay difference decreased from 37.9 % to 21.5 % by the year 2007. Despite the progress, the raw wage difference has continually been used to further public policy agendas without offering an explanation behind the difference (An Analysis of Reasons for the Disparity in Wages between Men and Women, 2009). This essay discusses a case of Ledbetter vs the Goodyear Tire and Rubber Company where Lilly Ledbetter, the only female production supervisor at Goodyear Tire and Rubber Company’s plant in Gadsent, had worked for over