Total Compensation

Topics: Equal Employment Opportunity Commission, Discrimination, Gender Pages: 3 (557 words) Published: February 26, 2015
The Equal Pay Act of 1963 stated that all employees are paid equally for equal work and labor without sex discrimination (The Equal Pay Act of 1963, para. 2). At first, in order to operate the equal pay appropriately, evaluating job values should be fairly required. In the usual manner, many organizations have started an annual salary system, which has difficulty in adopting a fair evaluation of different works. Although a job-based pay, which is conducted by fair evaluation of jobs, were first introduced in 1909 in US, there is still much unfair pay. In this regard, The Equal Employment Opportunity Commission (EEOC) implements EEO laws and provides with cooperation of whole Federal EEO policies, regulations, and practices. EEOC is an independent Federal institution created by Congress in 1964 to oversee Title Ⅶ of the Civil Rights Act of 1964. Title Ⅶ is more widely used. Title Ⅶ of the Civil Rights Act of 1964 covers the discrimination related to sex, race, color, national origin, and religion, by extension, explains the process to use when employees have experienced unfair discrimination (EEO history, para. 6). These are efforts for providing stable working conditions. By doing this, employees are satisfied with their jobs and employers can expect better performances of employees. Those legislations don’t only protect the rights of female employees, but also help organizations motivate employees and lead better teamwork effectively. According to Milkovich, Newman and Gerhart (2011), internal alignment addresses the logic underlying these relationships. The relationships form a pay structure that should support the organization strategy, support the workflow and motivate behaviors toward organization objectives (Milkovich, Newman and Gerhart, 2011, p. 69). In the perspective of leadership, transactional contingent reward leadership uses recognition and rewards for goals as motivating forces for its members (Bruce, 2003, para. 2). Therefore, a fairly well...

References: Bruce, J. A. (2003, March). Predicting Unit Performance by Assessing Transformational and Transactional Leadership. AMERICAN PSYCHOLOGICAL ASSOCIATION. Retrieved from
The U.S. Equal Employment Opportunity Commission (EEOC). (n.d). EEO history, Retrieved from
The U.S. Equal Employment Opportunity Commission (EEOC). (n.d). The Equal Pay Act of 1963, Retrieved from
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