Answer

Women Salary

The concept of salary differences between women and men has been a debatable issue in the past years, based on people’s personalities, idea conceptualization and cultural perspectives on the same. The world is changing and people have no option but to adjust to this fact. We are alleviating the previous misconceptions on oppressing women at work into generating cultural diverse career women for enhancing work effectiveness. Most people however base their arguments on biblical quoting that men should be exposed to a higher pay than women as they are considered providers hence need to subject to this thinking design. Others argue that allowing women to work subjects them into different life dangers and challenges, a fact that still does not add up to my conceptualization of the whole idea. Nature regards women as weak individuals and easily manipulated. There is need to address all these issues to ensure pay is allocated on basis of one’s qualifications, suitability and preform (hard work) instead of general gender related baseless concepts. Women should receive the salary as same as their male counterparts.

Salary should be based on hard-work (preform) and not gender (Miller, n.d). The idea of paying men a higher amount than women in our lifetimes does not really make sense. I often fail to understand if all women should be exposed a lower pay by virtue of choosing lower paying jobs or because most of them work part time as opposed to men. Some might even be arguing from the point of view that women are subjected to more care giving responsibilities than men, hence acquire less productivity time. What factors do they really base on to assume gender bias corelates with work paychecks? Discriminations in pay rolls affects women across educational levels, ages, races and origin; a factor hindering organizational progress in production to generate expected output. The General Equal Treatment Act aims at preventing discrimination on the grounds of gender related issues while recruiting better working condition through effecting remuneration programs. Work pay should be based on one’s performance and how much output she is able to generate, directly connected to hard work and perform and not on gender basis. It allows all employees discuss issues of payable wages without retribution. There is need for appealing to designed democratic proceedings by the American Association of University Women (AAUW), that pay rolls should be structured basing on how much one is able to generate, her effectiveness in fields and how much she contributes to raising work profile and company brand, considerable factors in production (Miller, n.d). In some cases, basing the entire thing on gender may be very ineffective since some women display more adorable and competitive skills further than their male counterparts can attain. Salary negotiations must consistently be discussed and raised especially in institutions and classes to create awareness on need of being efficient to college students and other career women.

Salary should be based on one’s qualifications for a particular position. Believing that wages should be allocated basing on one’s qualifications and general fitness for that particular job position clearly shows one advocates for equal pay at work. Most senatorial sittings have previously discussed issues dealing with employee opportunities for basing general pay on their qualifications (Cantrell, 2016). It is very sad when women suffer the disadvantage of receiving less pay by virtue of being considered less qualified and inferior to their male counterparts. Qualifications should be the main pay drive as opposed gender biasness. The Tennessee Pay Equality Act has analyzed loopholes perpetuating issues of discriminations in pay amount through legitimate stipulation, and therefore create general distinctions of commission and merit, seniority and educational factors. Identification of these crucial factors makes a clear clarification in both public and private organizations regarding issues of pay.

Moreover, basing one’s payable wages on distinct qualifications makes it much easier to close the already existing gender gap frequently experienced by female in the workforce. Dating back to the 1970s, females have always earned an approximation of half what their male counterparts are provided on the same job conditions (Contrell, 2016). There has been a significant change yet not closely captured in payable amount, a factor that calls for revisiting and reconsidering. If no changes are made to ensure the prevailing issue is addressed by the current governing law, then it is a factor that will readily diminish economic returns in a wide range of organizations. Despite our female college students or women displaying efficiencies at work in  performance terms, some legislatures still put a claim that pay should be a direct reflection of women’s choices to stay home as house keepers, a factor conservative estimates consider very barbaric and a hinderance to organizational progress.

In some cases, women tend to be more outspoken, with greater entrepreneurship goals than men. They focus on developing a more competitive working organization for supporting the well-being of every colleague and tend to reason critically on main issues affecting job performance while allocating significant resolutions on the same. Merely judging their pay at the end of all these struggles on other discreet factors is not fair at all. Factoring in available performance qualifications in degrees acquired in school or training institutions, is still inconsiderate to believe that they deserve only 7% of when men receive. Some people will openly claim that education is main factor of consideration for closing the existing gap, and to my surprise, this gap only pins down to advanced women in the field of management, law and finance. Despite federal law’s address on wage inequities, women still suffer a great deal, a concept that has not been effectively implemented making it less sufficient and advocated for.

We will always advocate and support voices that echo need for conduct equity audits for quality payrolls. I will always support this idea since it gives a general provision for lifting secrecy veil in work payable amount with regards to need for transparency and regularity.

However, on more detailed research outcomes, it is clear that men aim at changing their career paths for bettering job performance. The distinct salary differences are as a result of poor career choices made by women as they tend to settle for jobs that can easily be reconciled with raising a family (Moser, 2013). They have also been noted to changing career roles much faster than men, a factor that makes people think they are not as reliable as men. On the hand, men are known to aim at qualitatively developing their career paths while moving to a higher salary bond that calls for recognition by raising their work pay. Women are subjected to part time working and maternity leave period which according to managers, reduces allocated time period in production. These are some of the factors people base on to conclude that they are considerably less efficient in production than men despite leaving schools and other training institutions fully baked with quality results for attaining a certain job position or description than men. The General Federal Ministry od Family Affairs advocates development of projects for addressing salary difference issues between women and men even though it will take a long period of time to be enacted.

On a greater extend, men seem to be self-promoting which a fact supported by the glass ceiling effect, in that women are not in a position to break through senior positions. Salary issues is a subject of a wide range of factors, ranging from knowledge, experience and capabilities often displayed by men’s vigor to work production (Webb, 2016). Men tend to be self-promoted with an aim of giving quality output from work amounts generated to the firm. Women are further subjected to onerous child rearing roles which makes them less marketable, less self-sufficient in job and less competent due to limited time at work. Men operate full tie with great dedication on self-promotion at work, for achieving greater paying time roles. This makes most companies regard men as fully available during succession of production planning a fact that best explains why their wages still outlines those subjected on women(2017) study employed, there are very little room for generalizing the study’s findings.