SLP BARGAINING

Case Assignment: Module 3, Bargaining II and SLP Bargaining II- At The Table



Case Assignment: Module 3, Bargaining II and SLP Bargaining II- At The Table

Introduction

The employer shall comply with the principle of equal remuneration for men and women who provide the same work, not being considered arbitrary objective differences in pay that fuse, among other reasons, skills, qualifications, suitability, responsibility or productivity. The struggle for women's rights has been going on for decades, and still some prejudice to the rights are very common. Previously, women were not considered full members of society and had no right to elect and be elected, government guarantees and collateral, as well as the right to decent wages equivalent to men. Unequal pay distribution has been an increasing ethical concern in the workplace now days. This paper explores the unequal pay distribution for women as conflicting issue in the organization.

Part I - Background and Settings

Organization that has been selected for analysis in this research paper is a manufacturing company in the automotive industry, known as Company ABC. It has total workforce of 26,000 people, 20000 employees in production plant, 5000 in sales department, and 1000 employees for administrative functions. Female proportion in workforce in each of these departments is 25%, 40%, and 60% respectively. In each of these departments, average pay of women is 25% less as compare to pay scale for men.

Workplace conflict that has been explored in this context involves pay structure difference for men and women. A number of human rights groups have pointed out increasing oppression of women in certain fundamentalist organizations under pay structure doctrine. Some organizations define it under business management doctrine to justify subordination of women in the company. Labor law prohibits women from working in conditions with poor conditions, but this ban has been replaced by limitation (McGinn, 2008). Unequal pay for women is a serious problem in the corporate culture. For equal work, employers must offer men and women equal pay, and the state role in this context is to implement legislation in the country.

Part II - Negotiation Approach

Women have made many advances toward gaining equality in the workforce, as well as in the political and social worlds. Today, women make up nearly half of the U.S. workforce. The significant gains for women have prompted debate over whether women may have achieved equal footing with men in the workplace and in other realms (Facts on File, 2009a). Indeed, the need for a feminist movement promoting political and social equality of the sexes has been called into question. Ethical egoist argues that women still have a long way to go before they enjoy full equality with men in the workplace.

In order to prepare for the meeting to address the conflicting issue of unequal pay of men and women in Company ABC, I would focus on illustrating the government legislation on equal pay act. The government law amends the administrative statute by enforcing the principle of equal pay for women workforce hired by the ...