Wage Discrimination In The Workplace: Case Study
"It is amazing what you can accomplish if you do not care who gets the credit." ~ Harry S Truman
Nothing affects an organization's culture more than how people are paid. In a perfect world, your boss would notice your hard work and give you a raise. In the real world, this seldom happens, even more so for women. A conflict concerning wage discrimination is brewing at Company ABC between their female employees and management. A successful partnership agreement hinges on a cooperative approach with a shared understanding of the interest-based negotiation process.
Preparation
According to Shachar (2011), preparation maybe a preliminary step but it is the key to any successful bargaining. It helps create a sound strategy by gathering …show more content…
Process to commence next calendar year so that estimated increases can be incorporated in the budget plan.
Figure 1. Performance Appraisal and Salary Action Processes. Reprinted Digiammarino, P. 2013. How to Administer Annual Salary Actions in a Fair and Rational Manner. IntelliVen. Retrieved from https://intelliven.com/how-to-administer-annual-salary-actions-in-a-fair-and-rational-manner/
It's now time to measure the solution. This will ensure personal bias and external pressures didn't factor into the results.
Define Objective Criteria
Objective criteria is a mutually acceptable benchmark, created using scientific and/or technological data, standards set by professional bodies, legal precedents pertaining to our conflict, and published data sheets of similar situations (Shachar, 2011).
Objective Criteria: Is it in compliance with the Fair Pay Act of 1963. What would a court decision be.
The process is not over yet, there is still one more step. If negotiations conclude in a stalemate, another course of action must be considered.
Identify the Best …show more content…
An increase in compensation won't necessarily result in a decrease to the company's bottom line. Without preparation, you will be negotiating in the dark and run the risk of further damaging, an already fragile situation. Through cooperative bargaining, both sides can satisfy their interests and build a trusting relationship. If you want a raise or promotion, negotiate and get it!
Reference
Bowles, H. R., & McGinn, K. L. (2008). Gender in Job Negotiations: A Two-Level Game. Negotiation Journal. New York: Oct 2008. Vol. 24, Iss. 4, p. 393-410 (18 pp.)
Digiammarino, P. 2013. How to Administer Annual Salary Actions in a Fair and Rational Manner. IntelliVen. Retrieved from https://intelliven.com/how-to-administer-annual-salary-actions-in-a-fair-and-rational-manner/
Module 2 Case. n.d. Bargaining II: At The Table. Trident University. Retrieved from https://tlc.trident.edu/d2l/le/content/84245/viewContent/2076164/View?ou=84245.
Questions and Answers on the Fair Pay Act. n.d. National Committee on Pay Equality. Retrieved from https://www.pay-equity.org/info-Q&A-Act.html
Shachar, M. (2011). Conflict Resolution Management (CRM) - Textbook. Chapters:
Nothing affects an organization's culture more than how people are paid. In a perfect world, your boss would notice your hard work and give you a raise. In the real world, this seldom happens, even more so for women. A conflict concerning wage discrimination is brewing at Company ABC between their female employees and management. A successful partnership agreement hinges on a cooperative approach with a shared understanding of the interest-based negotiation process.
Preparation
According to Shachar (2011), preparation maybe a preliminary step but it is the key to any successful bargaining. It helps create a sound strategy by gathering …show more content…
Process to commence next calendar year so that estimated increases can be incorporated in the budget plan.
Figure 1. Performance Appraisal and Salary Action Processes. Reprinted Digiammarino, P. 2013. How to Administer Annual Salary Actions in a Fair and Rational Manner. IntelliVen. Retrieved from https://intelliven.com/how-to-administer-annual-salary-actions-in-a-fair-and-rational-manner/
It's now time to measure the solution. This will ensure personal bias and external pressures didn't factor into the results.
Define Objective Criteria
Objective criteria is a mutually acceptable benchmark, created using scientific and/or technological data, standards set by professional bodies, legal precedents pertaining to our conflict, and published data sheets of similar situations (Shachar, 2011).
Objective Criteria: Is it in compliance with the Fair Pay Act of 1963. What would a court decision be.
The process is not over yet, there is still one more step. If negotiations conclude in a stalemate, another course of action must be considered.
Identify the Best …show more content…
An increase in compensation won't necessarily result in a decrease to the company's bottom line. Without preparation, you will be negotiating in the dark and run the risk of further damaging, an already fragile situation. Through cooperative bargaining, both sides can satisfy their interests and build a trusting relationship. If you want a raise or promotion, negotiate and get it!
Reference
Bowles, H. R., & McGinn, K. L. (2008). Gender in Job Negotiations: A Two-Level Game. Negotiation Journal. New York: Oct 2008. Vol. 24, Iss. 4, p. 393-410 (18 pp.)
Digiammarino, P. 2013. How to Administer Annual Salary Actions in a Fair and Rational Manner. IntelliVen. Retrieved from https://intelliven.com/how-to-administer-annual-salary-actions-in-a-fair-and-rational-manner/
Module 2 Case. n.d. Bargaining II: At The Table. Trident University. Retrieved from https://tlc.trident.edu/d2l/le/content/84245/viewContent/2076164/View?ou=84245.
Questions and Answers on the Fair Pay Act. n.d. National Committee on Pay Equality. Retrieved from https://www.pay-equity.org/info-Q&A-Act.html
Shachar, M. (2011). Conflict Resolution Management (CRM) - Textbook. Chapters: