Module 3 Case Study Ncm 512
Module 3 Case Study NCM 512
The given facts state, “Women have had to fight for their rights for a long time. For example, the right of women to vote was granted in the USA only in 1920.” According to O’Neill (2003), there still remains a significantly unexplained difference in male and female compensation that cannot be accounted for in areas of gender differences in work commitment, education, and experience. As given, “Company ABC is a manufacturing company in the automotive industry, with a production plant of 20,000 employees, a sales department of 5,000, and an administrative work force of 1,000. The male workforce in each department is about 75%, 60%, and 40% respectively. On average, women's compensation is 25% lower than that of the men in all departments.” It is without dispute the culture and climate at Company ABC needs to be addressed and altered hence demonstrating the most effective and fair culture for the Company ABC family. Despite these facts, an effort to remedy the current issue at Company ABC concerning gender differences in the workplace will be discussed. In an effort to ensure the best representation and approach to the current gender issue at Company ABC, strategies and issues will be targeted to curtail or eliminate the situation. After reading the two articles on the issue, I would conduct extensive research on the effects of gender in job negotiations. I feel the research on gender in negotiation will offer insights with regard to how negotiation contributes to or could help diminish gender differences in compensation. Then I would target two major issues of discussion in the case. Being mindful across the board changes may be uncomfortable or unthinkable for the organization, several changes exist that can be made to address the issue of compensation for women at Company ABC. To effectively prepare for negotiations, hence representing the women who work for Company ABC, the initial question to address is “why
The given facts state, “Women have had to fight for their rights for a long time. For example, the right of women to vote was granted in the USA only in 1920.” According to O’Neill (2003), there still remains a significantly unexplained difference in male and female compensation that cannot be accounted for in areas of gender differences in work commitment, education, and experience. As given, “Company ABC is a manufacturing company in the automotive industry, with a production plant of 20,000 employees, a sales department of 5,000, and an administrative work force of 1,000. The male workforce in each department is about 75%, 60%, and 40% respectively. On average, women's compensation is 25% lower than that of the men in all departments.” It is without dispute the culture and climate at Company ABC needs to be addressed and altered hence demonstrating the most effective and fair culture for the Company ABC family. Despite these facts, an effort to remedy the current issue at Company ABC concerning gender differences in the workplace will be discussed. In an effort to ensure the best representation and approach to the current gender issue at Company ABC, strategies and issues will be targeted to curtail or eliminate the situation. After reading the two articles on the issue, I would conduct extensive research on the effects of gender in job negotiations. I feel the research on gender in negotiation will offer insights with regard to how negotiation contributes to or could help diminish gender differences in compensation. Then I would target two major issues of discussion in the case. Being mindful across the board changes may be uncomfortable or unthinkable for the organization, several changes exist that can be made to address the issue of compensation for women at Company ABC. To effectively prepare for negotiations, hence representing the women who work for Company ABC, the initial question to address is “why
References: Bowles, H. & McGinn, K. (2008). Gender in job negotiations: A two level game. Negotiation Journal, 24(4); 393. Fisher, R. & Ury, W. (1991). Getting to Yes: Negotiating agreement without giving in. 2nd ed. New York: Penguin Books. National Institute of Labor Studies (2009). O’Neill, J. (2003). "The Gender Gap in Wages, circa 2000,"American Economic Review, American Economic Association, vol. 93(2), pages 309-314, May.