Factors Contributing to the Motivation for an Employee

2. Based on the scale of measurement for each variable listed below, which measure of central tendency is most appropriate for describing the data?

2. Based on the scale of measurement for each variable listed below, which measure of central tendency is most appropriate for describing the data?

The debate in this study is that of whether or not to use comparable worth as the basis for future pay adjustments. Comparable worth, as defined by Merriam-Webster, is the concept that women and men should receive equal pay for jobs calling for comparable skill and responsibility or that is of comparable worth to the employer. To further expand on this, the term comparable worth describes the idea that gender biased jobs should be reanalyzed to determine their worth to an employer. In theory, the goal of comparable worth is to raise wages for traditionally female-biased jobs to the level of those for comparable male-biased jobs. Comparable worth should not be confused with equal pay for equal work. Comparable worth

MEAN: this will be reporting the average values of sex, age (months), primary disability (Prim Dis) and therapist. The mean for sex is 0.466666667; age had a mean of 112.5666667, primary disability of 1.666666667 and therapist mean of 2.066666667.

Women are concentrated on work-life balance compared to compensation. If this is true, then an employer may establish bias when considering compensation packages and pay raises (Blau & Kahn, 2007, p. 10). The employer presumes higher compensation for women would produce a decrease return on investment unlike men. Although this is an unconscious bias, it is discriminative toward women and both legally and ethically wrong. Organizations payroll decision should focus on performance and experience not on gender. However, the findings of Blau and Kahn (2007, p.12) suggest women receive an average of 80% of a man’s salary unless “human capital characteristics (that is, education and experience), racial composition, industry and occupational distribution, and union coverage as men, the “adjusted” ratio would rise to 91% of men’s

lawyer, physician, and scientist. On the information sheet describing each profession, half of the respondents were told that the percentage of women in the profession was expected to remain stable and low for the next 25 to 30 years, while the other half were told that the percentage of women would increase dramatically over the same time period. When they were told to expect an increasing proportion of women in the professions, respondents consistently

Career outcomes require people to be proactive, take initiative and ask for a pay increase and increased work benefits. Men are more likely to be more aggressive and create their own opportunities to advance. “Social mores and male attitudes make an effective barrier to women rising above certain points; this tendency brings to mind a glass ceiling” (Toussaint 1).

When comparing job salaries between workers you would first need to compare the average income between the two sexes. The statistic used (seventy seven cents) is a median value for women. The reason why this information would be wrong is because this compares all ranges of salaries; the amount of people involved, and finds the middle value in the list. This method is incorrect for two reasons in particular. First of all, the salaries of all workers of that gender would be compared; this means workers of different work fields would be compared to each other’s. Second of all, if there were numerically more of one gender than the other then the statistics for comparing them would be off. Basically, because of these seemingly obvious reasons the standard deviations in pay differences would be a much larger value than it should. This is exactly what happened in the statistic seventy

Table 2 shows that the median wages is constantly increasing; however, it also shows that the ratio between men and women is increasing. Although women are more in demand, yet men continue to make more. I looked at the number for 2015 and it seems the number is increasing. The women’s earnings as a percentage of men have increased to 78.5%. The conclusions that can be drawn are the gap between men and women median wages are closing. In the future, women and men just might make the around the same or exactly the same wages as an Advertising and Promotions Manager. For my data, I used the Marketing and Sales managers because they are relatively similar in job requirements and

Prior to the write up of this report each student’s height was measured in the laboratory. Each height was rounded off to the nearest centimetre for simplicity. When the data for this investigation was collected and posted online. I examined the data and I created a table to show the frequency of male and female heights in the class sample. These tables then aided me to make a graph to provide a visual of the frequency of the heights of the males and females in the class sample of a population.

The chart below is the result of the assessment representing both the work and home standpoint:

shown to suggest that females can be dedicated to their job, have healthy interpersonal relationships, all

The text states there is a variation in the income of the individuals in the service sector and good-producing sector. The service sector on average makes less than the good-producing sector. The text states “ …annual average weekly earnings for full-time workers in goods-priducing sector was $958, compared to $854 for the services”. (Krahn, Hughes, & Graham, 95). This shows that there is a huge variation among the service sector and producing-good sector. Furthermore, job quality and wages vary by occupation. The text discusses occupations with high weekly earning including senior managers, professional business and finances, health and professors, workers in applied sciences and teacher and professors. Occupations earning low weekly earnings include occupations related in the service sector being chefs and servers, child care and home support workers. The article suggests the higher paid occupations receive higher wages as they bargain and demand full time work and the basis that their education is formal in comparison to their lower paid counterparts. Moreover, the text discusses job quality and wages vary by gender. The text determines that females on average earn less than their male counter parts. For example the text states “female teachers and professors earned 90.9 percent of weekly earning s of their male counterparts ($1250 and $1375 respectively)”. (Krahn, Hughes, & Graham, 94). This demonstrates that there is a huge wage gap among genders in the work force. The article discusses this female to male earnings ratio as it varies in groups and job types typically women work part time therefore their wage is dissimilar to their male peers. The text outlines the job qualities and wages that vary in industry, occupation and gender. There are many things to take into account when varying among these niches, components such as education level, ability to

However, in fact, women are more employable due to femininity if compared to men. This is because, traditional feminine work is aimed for maintaining good relations with everyone in the society for instance, peers, supervisor, working conditions and job security whereas traditional masculine aims for recognition, challenge, earnings and advancement according to Kriszta, 2006. Men are more focused on material success, but women focused on quality of/ on life and caring for others.

The data analysis focused mainly on the number of hours each participant in the study spent a week on Pinterest. From that data we were able to calculate the mean, median, mode, range, and standard deviation for both males and females, as shown in Table 1 in Appendix B below. The mean shows the average amount of hours for each gender that was spent on