Equality on the other hand stanley and ravelings

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equality. On the other hand, Stanley and Raveling’s salary should be paid accordingly.The advantage of applying competency-based pay is it can be a motivation to the employeesfor a better performance in the workplace. The pay structure is determined by the years whenthe employee is committed to the company or industry. With this method, it is a positiveproportion of salary and contribution, and they are more likely to put greater effort to workand contribute to the firm. Moreover, it pushes employees to leave their comfort zone due tothey feel can earn more and will become more loyal to the company.In the case of intercollegiate coaches, they should be paid comparable salaries to keep theteam together, it can build team morale due to the coaches are working to the same target for5
better leading the team to achieve the goal. Moreover, it is a regulation that the onlyconsideration of wage to be paid is the duty they were performed, not gender and field theyare working with. Otherwise, if the university offers a market price as USC, no matter whichside of coaches, they may feel unfair in the workplace. Consequently, the feeling ofdissatisfaction will affect the teamwork and team morale.
Question 5In this case study, there is no discriminatory in the fact that one job pays more than the otherbecause female and male are equivalent. Recent years, colleges and universities continue to6
create women’s athletic opportunities, collegiate female teams and coaching has becomeequally competitive to coach male athletes in term of pay, compensation, benefit and nationalattention due to the growing demand for competitive female athletics at the collegiate level,the need for qualified individuals to coach women’s sports continues to grow.One might say,the word of ‘coach’ was not directly related to the world of sport and the history of coachingis actually strongly based in the corporation and technological advancement in the workplacerather than sports arena.The purpose of this comment is to examine the legal issues involved in intercollegiatecoaches' pay equity claims and explore how the Equal Employment OpportunityCommission. These guidelines may give an advantage to female coaches bringing gender-based wage discrimination claims and clarify how the Equal Pay Act of 1963 and Title VII ofthe Civil Rights Act of 1964 apply to the gender-based differences in the coaches' salaries.Furthermore, in order to determine female and male equal skills, we have to base on theirexperience, education, training and ability. These skills are to be measured based on theirperformance of the job. To determine the equal effort of them, we have to look at the actualjob requirement to determine if the coaching jobs are requiring equal effort. When assessingto the equal responsibility, the actual duties of the coaches are examined to determine if thedifferences in responsibility warrant are unequal pay. The relevant factors include the number

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Term
Fall
Professor
NoProfessor
Tags
Discrimination, Marianne Stanley

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