Literature

Outline of the Comprehensive Literature Review

Christopher Walters

BTM7300: Scholarly Literature Review

Dr. Eva Philpot

November 22, 2015

INTRODUCTION

A. Why is pay equality important?

1. Workers should be paid equally for the same work and or responsibilities.

2. Other people believe that certain people should be paid more for the same job based on gender.

B. I strongly believe that workers deserve the same pay for like job duties and responsibilities.

1. I have witnessed pay bias based on gender and or color.

2. This pay bias has caused some workers to question leadership’s ethics.

(Transition: Let’s examine why pay equality is vital to all.}

BODY

A. All workers deserve equal pay for equal job duties.

B. Any kind of bias is bad for all workers.

1. Leadership has a responsibility to all employees to pay workers based on education, experience, and knowledge.

2. One instance of bias can have a negative effect on other workers morale.

(Transition: While pay bias is nothing new to the US, Laws have been enacted to help all workers receive fair wages.)

A. In 2014, women working full time in the United States typically were paid just 79 percent of what men were paid, a gap of 21 percent

B. The gap has narrowed since the 1970s due largely to women’s progress in education and workforce participation.

C. But progress has stalled in recent years, and the pay gap does not appear likely to go away on its own.

(Transition: Possible answers to a very tough issue.)

A. Education at the management and executive level concerning pay equality.

B. More ethnic and gender diversity at the management and executive level.

C. More power to unions and workers groups.

(Transition: Let’s summarize.)

CONCLUSION

I. Summary

A. Although pay equality is an issue, there are areas that can help the problem.

B. Organizations must commit to fair and equal pay for all workers.

C. Using divisive pay tactics impacts communities.

D. Although the country has come a ling way regarding pay equality, there is much more to learn and fix.

References

Brown, D. (2013). Low (Female) Pay, No Way: The View of Equal Pay From the United Kingdom. Compensation & Benefits Review, 45(5), 248-250.

Dasgupta, I. (2009). ‘Living’ wage, class conflict and ethnic strife. Journal Of Economic Behavior And Organization, 72750-765.

Grenness, T. (2011). The Impact of National Culture on CEO Compensation and Salary Gaps Between CEOs and Manufacturing Workers. Compensation & Benefits Review, 43(2), 100.

Gupta, N., Conroy, S. A., & Delery, J. E. (2012). The many faces of pay variation. Human Resource Management Review, 22(Construct Clarity in Human Resource Management Research), 100-115.

Shin, T. (2014). Explaining Pay Disparities between Top Executives and Nonexecutive Employees: A Relative Bargaining Power Approach. Social Forces, 92(4), 1339-1372.

Van Kerm, P. (2013). Generalized measures of wage differentials. Empirical Economics, 45(1), 465-482.

Venkatasubramanian, V., Luo, Y., & Sethuraman, J. (2015). How much inequality in income is fair? A microeconomic game theoretic perspective. Physica A: Statistical Mechanics And Its Applications, 435120-138.

http://www.aauw.org/research/the-simple-truth-about-the-gender-pay-gap/