Gender Inequality Essay Example for Free

Gender Inequality Essay The issue of gender inequality or discrimination has existed in the financial industry of the United States. This paper aims to present the existence of such practice in the financial world of some of the famous yet lawsuit-stricken Wall Street firms. In particular, a book written by Roth, which has studied and presented the many incidents of gender prejudices, will be critically analyzed. To make the public realize the need for such harmful organizational practice to be stopped is the ultimate goal of this paper. A Critical Analysis of â€Å"Selling Women Short: Gender Inequality on Wall Street† Many literary writings have presented gender inequalities in work settings. Each work has revealed to the public the many damaging implications of gender discrimination. These kinds of prejudices have been manifested in several forms, notable of which are the famous sexual harassment and unfair labor practice cases. Almost always in such lawsuits, the women employees of big business organizations always fall prey or are subjected to various gender-related unfair practices. Several factors are taken into consideration when gender biases occur in work places. While it is worthy to note that modern working women have slowly achieved a sense of work fairness based from their significant contributions in their respective industries, the ghost of the past sill haunts the society. These are evident with the unsettled labor cases having women as the aggrieved parties. These are but some of the main issues presented in many books. Despite the efforts, however, to clearly present the realities within an organization setting, the fact remains that there are still no appropriate responses which may address the issues concerning women employees. One of the many books which concretely depicted the said condition is the 2006 book of Louise Marie Roth entitled â€Å"Selling Women Short: Gender and Money on Wall Street. † In fact, a literary work such as the Roth book is a clear proof that gender inequalities, which beset powerful Wall Street companies almost two decades ago, have destructively affected contemporary work environments. This is because of the idea that only a few of high-profile gender discrimination cases are resolved in favor of the women victims while majority of these lawsuits are decided favoring the managements where the supposed injustices emanate or where the suspected male offenders acquired their influences. These celebrated criminal cases and the eventual out of court settlements have clearly indicated the previous existence of discrimination and continued practice of gender inequality in the professional environment. Despite the efforts of the Roth book to enlighten and rectify the perspective that women in Wall Street nonetheless have their fair share of success, the reality that women in work places are likely to be shortchanged or are â€Å"sold short† of their respective powers and potentials will never cease to exist. This situation will continue unless concrete actions and sincere efforts are made in order to alleviate, if not stop, gender discrimination in work places. â€Å"Selling Women Short,† an Overview As an educator, Roth presented the book in a manner of self-realization. The author learned how Wall Street companies, such as Smith Barney, Morgan Stanley and Merrill Lynch, all of Citigroup, have provided and continued hostile work settings for their women employees despite the existence of many legal limitations. Based from a methodology using research questions and aimed at achieving an investigative design, â€Å"Selling Women Short† matched the male and female employees of Wall Street firms during the period of 1990s and at time when the market and chances were rich. In an era where the work setting was supposedly advantageous to women workers, Roth discovered the many forms of gender discriminations which hampered the female workforce to progress. In short, using thorough study procedures, the authors as presented by her book examined sex inequality on Wall Street and realized that deceitful prejudice is the outcome of people’s ignorant inclinations and injustices which manipulate how they regard other employees and their respective performances (Roth, 2006). The book specifically identified the Wall Street’s practice of performance appraisal system as the apparent cause of gender discrimination (Roth, 2006, pp. 36-37). The book further presented the various manners in which women employees of the said Wall Street firms have attained their respective success. In particular, the triumphs of women working in the security businesses involved searching for an influential male adviser but in the process, ultimately prevent them from joining team efforts where their inputs matter most. The book concluded by manifesting that work and family concerns do not go hand in hand. This is because of the reality that family-related issues could be the most difficult hindrances to gender fairness on Wall Street due to the fact that women workers desire and ultimately have their respective families. Appealing Components The book is most notable for its comprehensive and clear focus on gender-related emphasis, particularly the degrading reality of discrimination against women which was introduced by the Wall Street work settings and which has continued to harm the modern work place. Stunned by an outbreak of celebrated gender or sex inequality cases more than two decades ago, it was expected from Wall Street to sanitize its industries and the activities of its workforce. Interestingly for â€Å"Selling Women Short,† it has thoroughly and powerfully reflected on how Wall Street’s financial companies have cleared continuing discriminatory lawsuits. Roth is to be acclaimed for this fearless ability to research on the particular cases of gender inequalities and eventually share to the readers the results of her study as well as the appalling yet actual situations of discrimination involving women employees of the firms located at the financial capital of the United States. It is also interesting to discover from the book that Wall Street, which is regarded to be a fortress of untainted or wholesome economics as well as supposedly compensating employees according to their accomplishments and assessing their jobs impartially, is in reality nothing but deceptions. It was both an enlightening and enjoyable discovery that Wall Street was amiss with its supposed intention to equally pay employees, regardless of gender but who have the same qualities and achievements. The comparison made by Roth about the work experiences of the people who started their jobs at various Wall Street firms in the later period of the 1990s was truly appealing. This is because the author was able to unearth that aside from the reality that women employees are paid at a standard of 29 percent less than their male colleagues, they are likewise pushed to less rewarding career options as well as were deprived of promotion and worthwhile customers (Roth, 2006). Aside from the mentioned interesting points, the book has remarkably exposed the devious gender inequality in the Wall Street structure. Roth is again to be praised for her explicit revelation of gender discrimination when she wrote on the unwitting prejudices of the members of the management, colleagues of the women employees and the manipulation of the customers on the performance assessments, task allocation, and eventually compensation (Roth, 2006, p. 62). Simply put, the book, through the words of Roth, has effectively presented how employees behind Wall Street companies have portrayed realistically damaging components such as their penchant to relate with those of similar sex and how they have a say to the system of gender discrimination. Ultimately, the author is to be credited with her proposals to limit the practice of all gender-related inequalities. Though the suggestions seem to fall short of being real, such attempt by Roth implied her earnest intention for the public to realize the harms of discrimination. Conclusion Despite the above mentioned interesting attributes of â€Å"Selling Women Short,† the book itself is unfortunately similarly short of its suggestions on how gender inequality could have been addressed, if not stopped, even from its start of existence. While Roth’s writing job was generally appealing and informative primarily because of her efforts to deal with the issue of gender discrimination, it may be in a way perceived that the public was shortchanged of more concrete solutions. Nonetheless, what Roth has ultimately achieved was for the book to eventually sink into the organizational set-up of Wall Street firms where it is aimed at influencing the people who build the practice of gender discrimination to finally put an end to such prejudice. Reference Roth, L. M (2006). Selling Women Short: Gender Inequality on Wall Street. Princeton, New Jersey: Princeton University Press.

Essay --

The formula for baking soda is NaHCO3 (http://en.wikipedia.org/wiki/Sodium_bicarbonate_).The chemical formula for vinegar is CH3COOH (http://en.wikipedia.org/wiki/Acetic_acid). The chemical formula for the reaction is NaHCO3 + CH3COOH => CaCO3 + 2NaCl + H2O + CO2. The calcium atom from the calcium chloride molecule forms a new bond with the carbon trioxide form the sodium bicarbonate. This creates one of the product calcium carbonate, which is a covalent bond (https://answers.yahoo.com/question/index?qid=20070328160450AAVglRs). The two chlorine atoms left from the calcium chloride molecule is bonded with the sodium atom in the sodium bicarbonate to create sodium chloride, an ionic bond (http://hyperphysics.phy-astr.gsu.edu/hbase/molecule/nacl.html). The left over atoms are two hydrogen atoms, three oxygen atoms, and one carbon atom. The two hydrogens form the water molecule with an oxygen atom, and ionic bond (comp book). Then all that is left is the carbon and the other two oxygen atoms. These three form the CO2 that is released. Below is a picture summarizing most of this paragraph. How would you give models or examples of any reaction? Well, in terms of 3D models, you should make sure that all the atoms in the product are equal to the number atoms in the reactants when they are combined. No atom is lost or created during the reaction. The same requirements go for writing an equation, as shown in the photo above. you can also write a formula for the product. Something that you must remember is that the metal reactant always comes first. The non metal reactant comes in second, and it usually end in -ide. (http://www.deltacollege.edu/emp/preedy/Handouts/Nomenclature%20Handout.pdf) Last, but not least, the easiest way to show a r... ... when a reaction happened and how to make it happen faster, but do you know to identify the reactants and the products, and how did it bonded? in terms of acid or base, you can use a pH meter or even some pH paper. After you use them, compare the color you get to the scale that should be included. You can also look at the formula for the product to find the reactants, telling you what is in it. The elements on the periodic table are organized based on the number of electron rings and valence electrons, which determine if they will bond and with what. The element carbon has biggest number of bonds, which is four. Carbon can be covalently bonded, meaning sharing electrons with another element, like in the calcium carbonate. Carbon can also be an ionically bonded, meaning the opposite charges of non metal ions and metal ions attract, like in sodium chloride. (comp book)

Bpo Attrition- the Problem and Its Solution Essay

Human Resources In Indian Business Process Outsourcing Organizations- Attrition. Is there any solution? Business Process Outsourcing (BPO) is likely to be the next big thing for services in this decade. The industry is very diverse, with several sub-segments, each displaying its own unique characteristics. The BPO players need to be excellent in every facet of operations as the market is highly competitive at every level and re-defining itself every day. Being a People-Centric industry what are the people issues that, the HR will have to handle? What are the challenges faced by HR in dealing with them? HI Before this, one needs to gain an understanding about BPO’s and what businesses are Indian companies doing in this segment? BPO is based on the premise that whatever competencies are not very important for an organization   (not their core competencies); outsource or ask somebody else who is adept at doing it, to do it for the organization. In this way the organization can concentrate on its core competencies and not worry about on trivial issues, which are not strategic in nature. But these days we even find organizations outsourcing their core competencies or the core business aspects to BPO’s to gain the advantage of cost cutting and quality issues. Typically, BPO would include call centers, problem solving in insurance sector to other sophisticated activities like research and other back office dealings. India has the advantage of low cost, highly qualified English speaking labour, thus most of the BPO ventures in India are call centers, although of late, companies are entering into high-end areas like research. But for sometime at least we can assume that most of the companies would be doing the call center kind of business. Most of these kinds of jobs get done in the night in India to account for the 12-hour time lag between US and India. Over a period of time the biological rhythm of the employee changes, causing various kind of disorders like indigestion, fatigue, headaches etc. so the health of the employee is a major concern for the HR, more so because most of them are graduates in their early twenties. In addition the jobs are monotonous, often nerve wracking. So it is a challenge for HR to adequately rotate the jobs of employees and provide them with enough time to refresh, so that they are able to deliver service of highest quality. Although many companies are targeting fresh graduates, they are not able to retain them. Attrition continues to be high 35%. HR has to ensure that a proper career path is chalked out so that graduates increasingly see this area as a potential career for them. Clients in US, UK and other European Countries are very quality conscious and as increasingly complex jobs get outsourced, it becomes important that HR ensures right quality people are selected and the right quality of training is provided to them. This ensures that later they do not face embarrassing time from their clients. There has been enormous requirement in this sector for manpower and huge salaries are up for taking. The times are good for this industry, but one has to keep in mind that this industry is still in its way to figure out in the growth stage. One cannot predict the future so easily and the sour experience of software companies is still fresh in minds. So a little bit of caution is to be exercised in this matter and proper trends have to be forecast by the HR to ensure that they do not go the software way when ultimately the industry stabilizes. Attrition †¦ A major problem rocking the Industry. Some Facts to Ponder about†¦ * 95% companies in the industry have Attrition problems * The small-sized and medium-sized companies loose more people * Turnover rates are as high as 30% in some reputed BPO’s and over all around 35% in the Industry. Employees move to smaller companies for exciting opportunities and greater identity and move to large companies for defined roles, clearer career paths and better HR systems. Loyalty towards their employer or towards the organization has slowly seems to have disappeared. Executives know that fast-moving markets require fast-moving organizations that are continually refresh ed with new talent, and they have become quite adept to outside hiring. Even companies are quite comfortable with bringing in talent; they remain distinctly uncomfortable about seeing talent leave. The competition to headhunt employees with good performance ratings of other organizations is an open ploy. The mediators (so called Consultants) make this job easy for the organizations by gaining the data bases of employees and they lure the employees by offering huge pay packages finally making them to move from their job. One of the biggest assets of the BPO Industry is manpower. So, the biggest challenge in this industry is to attract and retain knowledgeable manpower. Today, BPO companies are facing a shortage of knowledge workers because the rate at which they lose employees is almost ouble the rate at which they hire. A major proportion of the turnover issue is attributed to the movement of manpower to the Companies who lure them by offering either better pay or higher designation. The average stay of an employee in bpo companies has dropped to one year. In such a scenario where companies are fighting to combat global business competition, and struggling to survive, employee turnover comes as a double blow. And the issue of managing employee separation often gets ignored. Just because a business is dependent on Communication skills, for instance, doesn’t mean that it has to go to great lengths to retain its employees. If there’s a large pool of people with good communication skills available, it might want to focus on recruitment rather than retention. Moreover, since new hires have lower salaries than long-term employees, the company is able to keep a lid on compensation levels. Cooperating with competitors is another way of dealing with retention. Because of the intensity of talent-war, companies instinctively view retention and recruitment as competitive exercises. But history shows that cooperation, even among competitors, can be one of the most effective ways of dealing with talent shortages. A New concept called Anti Poaching agreement between BPO organizations is on the Move. According to this agreement, the parties getting in to the agreement will share their employee databases with each other and so will restrain employees to shift in to each other companies. Lets hope that this works good for the BPO’s. Frequent job-hopping of employees is not good for any one, neither for the company nor for the employee in terms of Growth.

What Is Profit Sharing Pros and Cons

Profit sharing helps employees prepare for retirement by offering them a portion of the company’s profits. Who wouldn’t want that? While it does offer both employees and employers definite advantages, profit sharing also comes with some less obvious drawbacks.   Key Takeaways: Profit Sharing Profit sharing is a workplace compensation benefit that helps employees save for retirement by paying them a portion of the company’s profits if any.In profit sharing, the company contributes a part of its profits into a pool of funds to be distributed among eligible employees.Profit sharing plans may be offered in lieu of or in addition to traditional retirement benefits, like a 401(k) plan. Profit Sharing Definition â€Å"Profit sharing† refers to variable pay workplace compensation systems under which employees receive a percentage of the company’s profits in addition to their regular salary, bonuses, and benefits. In an effort to help its employees save for retirement, the company contributes a part of its profits into a pool of funds to be distributed among employees. Profit sharing plans may be offered in lieu of or in addition to traditional retirement benefits, and the company is free to make contributions even if it fails to make a profit.   What Is a Profit Sharing Plan? Company-funded profit sharing retirement plans differ from employee-funded profit sharing plans like 401(k) plans, in which participating employees make their own contributions. However, the company may combine a profit sharing plan with a 401(k) plan as a part of its overall retirement benefits package.   Under company-funded profit sharing plans, the company decides from year to year how much—if anything—it contributes to its employees. However, the company has to prove that its profit sharing plan does not unfairly favor its highest-paid employees or officers. The company’s profit sharing contributions may be made in the form of cash or stocks and bonds.   How Profit Sharing Plans Work Most companies make their profit sharing contributions to qualified tax-deferred retirement accounts. Employees can begin taking penalty-free distributions from these accounts after age 59 1/2. If taken before age 59 1/2, distributions may be subject to a 10% penalty. Employees who leave the company are free to move their profit-sharing funds into a Rollover IRA. In addition, employees may be able to borrow money from the profit sharing pool as long as they are employed by the company.   How Individual Contributions Are Determined Many companies determine how much they will contribute to each employee’s profit sharing plan using the â€Å"comp-to-comp† or â€Å"pro-rata† method, which allocates a share of the profit based on the employee’s relative salaries.   Each employee’s allocation is calculated by dividing the employee’s compensation by the company’s total compensation. The resulting fraction is then multiplied by the percentage of profit the company has decided to contribute to profit sharing to determine each employee’s share of the total company contribution. For example, a company with total annual compensation of $200,000 to all of its plan-eligible employees decides to contribute $10,000—or 5.0%—of its net profit to the profit sharing plan. In this case, the contribution to three different employees might look like this: Employee Salary Calculation Contribution (%) A $50,000 $50,000*($10,000 / $200,000) = $2,500 (5.0%) B $80,000 $80,000*($10,000 / $200,000) = $4,000 (5.0%) C $150,000 $150,000*($10,000 / $200,000) = $7,500 (5.0%) Under current U.S. tax laws, there is a maximum amount a company can contribute to each employee’s profit sharing account. This amount changes depending on the inflation rate. For example, in 2019, the law allowed for a maximum contribution of the lesser of 25% of the employee’s total compensation or $56,000, with a limit of $280,000. Distributions from profit sharing plans are taxed as ordinary income and must be reported as such on the employee’s tax return.   The Pros of Profit Sharing   Besides helping employees build toward a comfortable retirement, profit sharing makes them feel that they are working as part of a team helping the company achieve its goals. The assurance that they will be rewarded above and beyond their base salaries for helping the company prosper motivates employees to perform above and beyond minimal expectations.   For example, in a company that only pays its salespersons commissions based on their individual sales, such a team spirit rarely exists, as each employee acts in his or her own best interest. However, when a portion the total commissions earned is shared among all of the salespersons, the more likely they are to function as a cohesive team. The offer of profit sharing can also be a valuable tool in helping companies recruit and keep talented, enthusiastic employees. In addition, the fact that company contributions are contingent on the existence of a profit, profit sharing is generally less risky than outright bonuses. The Cons of Profit Sharing Some of the main strengths of profit sharing actually contribute to its potential weaknesses. While employees benefit from their profit sharing money, the assurance of its payment can make them appreciate less as a motivational tool and more as an annual entitlement. Since they receive their profit sharing contribution regardless of their job performance, individual employees see little need to improve.   Unlike director-level employees who make decisions that can directly affect revenue, lower-level, and front line employees tend to be less aware of how their daily interactions with customers and the public can help—or harm—the company’s profitability. Sources Streissguth, Tom. Do I Claim Profit Sharing Payouts as Income on Federal Taxes? The Nest.Profit Sharing Plans for Small Businesses. US Department of Labor.Kenton, Will (2018). Deferred Profit Sharing Plan (DPSP). Investopedia  Finch, Carol (2017). Profit-Sharing Pros and Cons. BizFluent