Jennifer B. Rodriguez Professor Medina ENC1102 3 March 2015 37.1 1. Many motorists are unaware of the dangers of texting while driving, but lawmakers have taken the matter into their own hands. Because many motorists are unaware of the dangers of texting while driving, lawmakers have taken the matter into their own hands. 2. The tallest
Costs The costs of this expansion will mostly go toward labor, as labor is the single largest component of costs for early infant and toddler care centers (Marshall et al., 2004). For teachers to stay invested in the children they teach and care for, they must be fairly compensated to maintain the high quality of care. According to a study in Massachusetts, 72 percent of typical full-time, full-year center expenditures go toward labor (Marshall, et al., 2004). In dollar amounts, “average expenditures per child care hour were $4.42 for centers serving infants and $4.28 for centers serving toddlers. These correspond to full-time care expenditures of $10,343 and $10,015 for the two groups of centers [infants and toddlers, respectively]”
Needs of the Agency . The daycare and child development business is booming and profits are soaring. With more people looking at the child care field from different angles, these type of programs have more opportunities for more allies and partners, for funding and positive public relations, for improving, and “professionalizing” the programs that we offer to our children in our communities. Non-profit groups and higher education have increasingly partnered with schools, often including after-school hours.
30 percent of Early Childhood educators change or leave the field completely every year. Think of that percentage, 30 percent altogether. That is a pretty large number to factor in annually. “It is estimated that staff turnover can cost, at a MINIMUM $3,000 for each lost employee.” (Page 200) Not
Manny took the job at the Italian restaurant to earn money so he could satisfy his want for a bicycle. People work for many reasons. People work to feel useful, for the benefit of society, or for personal satisfaction. But, like Manny, most people work to earn money so they can meet their basic needs and satisfy their wants. People's desires are unlimited; but because ofscarcity, they do not have an unlimited supply of money to buy all the things they could want.
I don’t think PFP (pay for performance) is a bad idea in the workplace. However, I feel that employees should be aware that is how they will be paid before they begin work at a company who pays that way. This is fair and the employee knows what they are getting into. Many people are doing their job correctly so working for their pay by PFP is no big deal. My daughter is currently getting paid that way and she is happy at her job and is getting paid well because the customers are leaving wonderful comments about her. It is a personal preference, but do not see a problem with it.
For about two years I worked as a child care provider in day cares, after school programs, and summer camps. Children are interesting subjects to observe because they are at a young age, and are full of a great deal of knowledge. However, they have so much they need to learn, and being a child care provider is more than just babysitting. My job has a certain standard I need to work up to, and this includes a whole heap of supervision. I work at a after school program at Maple Glen Elementary School; therefore, the ages of these kids vary from age five up to age twelve. Maple Glen is known to be a fairly wealthy community, and this shapes the way the children behave or orient themselves. Another factor that comes into play is that many children
The Illusion of Inequality The idea that men make more than women at the same jobs simply because they are a different gender has been an active point of discussion over the past five decades. The issue has spread to almost everything that has any connection to the working world. Even the United States government feels the need to acknowledge this issue by putting things such as “she earned seventy seven cents for every dollar that he earned” on the White House website. This seventy seven cent statistic is what the corporate world today refers to as the wage gap. The wage gap compares all of the full time men’s earnings and all full time women's earnings averaged together. This idea of unequal pay had not really gathered steam until the early nineteen sixties when the Equal Pay Act of nineteen sixty three was passed (Understand). Even though the Equal Pay Act required that all workplaces give equal pay for equal work, men were, and still are, making a larger average earning than women. This is one of the most repeatedly talked about topics in the business world, and because of the controversy that comes along with it. There are many good points and suggestions that have been made over the past decades to fix or forget the issue all together, but none have successfully put both sides to rest. The truth is that the wage gap simply
Nowadays, most of the people rely on a job to supply theirs needs. Some people believe that it is better to have a job that you love even if that job pays a lower salary. Other people disagree saying that it is much better to have a job with a decent salary even if you dislike your job. This topic has been the subject of many discussions by the media recently. It is better to have a job that you love because people could be more productive, feel more fulfilled, and could have fewer health issues.
Kossek, E. E., & Nichol, V. (1992), argue that on-site childcare service is now routinely provided by 12% of US companies having a staff of approximately 100. Based on their extensive research of two hospitals, like Children they concluded that the more workers using onsite childcare the less problem there was with childcare needs and that these workers were more positive. This is also supported by (Schandl, K, 1992) who reported that employees with on-site childcare have less absentees, less tardiness and that the service was positively influenced the workers’ decision to remain with the organization.
Lastly, the third principle is that economic considerations of the employer should also be taken to account when considering just wage. This argument stems from the theory that without an economically healthy employer, opportunities for good paying jobs might be limited. Wages are an essential part of the overall budget of an organization, though the economic health of the institution should be kept in mind as well. Institution or employers who are in a tough financial situation must adjust paying living wages accordingly. Pope Puis affirms this thought and states, "in determining the amount of the wage, the condition of a business and of the one carrying it on must also be taken into account; for it would be unjust to demand excessive wages
I believe that CEO's are justified by there pay. They are not your average employee and as a result are paid higher. CEO's work there entire life's and put so much stress on there families to reach the top. There's an article that I will attach a link to that speaks about how choosing the wrong CEO can result in an estimated 100 Billion dollar loss. Imagine working your whole life and failing as a CEO. No company will ever hire you on again in that position as every move you make is watched and know by every fortune 500 company. Much like in sports the best athletes are paid top dollar in the hopes they can bring there team or business in a CEO's case a championship. The Warriors were bought by Joe Lacob for $400 million and now are worth over
Actors and athlete have been getting paid a great amount of money.Maybe paid too much. “Successful TV stars get paid around $150,000 an episode told by “Hollywood Reporter”. The conflict with how many athletes get paid v.s. Soldiers, firefighters, Police officers ,etc.
The words "Employers have a moral obligation to ensure that their workers are paid well enough to maintain a decent standard of living," should not be followed as law or exact truth. Although in many cases, people do their work and get compensated in a just amount, it would not be right for an employer to pay a father with a family of 4 who works every day to sustain his family's well being the same wages as a 15 year old boy in high school looking for some extra cash. Employers need to not just worry about whether or not their employees can live off of their wages, but more so that the worker is paid for the work tht they do.
When pay is relatively high compared with the work being performed, I tend to put forth more effort. However, when pay is low in comparison to the work, my effort tends to stay moderate, rather than high. Although my effort may still be acceptable, it is no longer the highest performance. When these low pay situations have occurred, they were usually accompanied by looking for work somewhere else. When I do not feel I am fairly compensated for my work, I may put forth less effort. If an organization uses practices such as direct compensation, provides promotion opportunities, or other benefits; it may reward and encourage employee behavior and prompt greater discretionary effort (Boxall, Guthrie, Paauwe, & Chowhan, 2016). Employees who are