Another assumption is that women often took jobs for the wrong reasons (Gunn and Gullickson, 2007). That statement suggests that Karen’s gender may have been the reason she did not recognize her motivator instead of the fact that she may have just never thought about it. If a person obtains a job that will not gratify their main motivator then that person will be unsatisfied with their job. By making this assumption the article also implies that most women are not satisfied at work .Even though assumptions are drawn from this article, there are a few hypotheses made by the Pursuit of Unhappiness. Hypotheses, Variable, and Operational Definitions One hypothesis
These women are both heading for disaster; they let these men treat them as they see fit and do not take Linda and Ophelia’s feelings into consideration. Linda is weak and dependent in the sense that she always wants or needs Willy around. She wants him to quit the travelling portion of his job and work in the city, “but your sixty years old, they can’t expect you to keep travelling every week”, (Act One, pg. 14), although she puts it across as she does not want him going because of his age deep down she really just cannot be on her own. Linda may come across as a strong woman who has her head on her shoulders but she is weak and needs to have someone, even if they treat her as poorly as Willy did.
This encourages society to believe that women are not trusted enough to be to work on time or constantly ask for time off. This makes some women discouraged and keeps women from moving forward in their careers. Society does not encourage women to become leaders in the workforce, leaving them to only to take lead in the household. Another issue in America is about pay in the work place. Is it fair for a man to be paid more than a woman?
The new team of managers did not recognise Jillian's special talents and seeing her as a new recruit and a recent graduate they treated her differently and regularly complained about her work results. Jillian became quite depressed but she continued on in her work and tried to accept this change in her life. When the economy took a downturn and despite all her past efforts and achievements, the company chose her for retrenchment. Jillian was devastated. For the first time in her life she found herself without a plan and she found it difficult to accept that even though she was hard working and a high achiever and despite having put a lot of effort and energy in her work, that she would be discarded easily by her new managers.
This is usually in the peak of the women’s career. This is when men mover ahead and women get left behind. This going in and out of the labour force will mean that they miss out on valuable experience and therefore lower MRP. It is not just due to having babies. Some employers won’t hire women because they know that women will leave to have children in the life and take time of work to do so, while still costing the company money.
How is that life? Mindlessly putting in your hours at a job that will make you work full time and offer you no benefits or even a decent work environment. Life? There are opportunities for everyone to pursue happiness; many do not know how to get out of poverty because it is all they have ever known. Katherine Arnoldi talks about how she has a job that can provide her with the basic needs in life, but the job that she is working in isn’t something that she wants for the rest of her life.
She decided to go to her manage and ask when she would be getting paid, but the only thing her manager could tell her was “next week”. She grew tired of contently hearing “next week”, after this she decided that she wasn’t going to work any longer until she was given her pay from the pervious month. But the more time wasted, without pay, the sicker her daughter became. That was something she couldn’t bare. She had no one to help her.
Assignment 1: Employment-At-Will Describe what steps you would take to address the following scenario involving skills, competence, and abilities. The employee seems to be unable to learn the computer applications that are basic to her job responsibilities, but, consistently “tells” her boss that she is “a good worker and a genius” and that he does not “appreciate her”. Even after a few months of training and support, she is unable to use the computer tools to be productive and efficient in completing the required tasks. The employment-at-will is a non-contractual agreement between an employee and employer. Employment-at-will gives employers the right to legally terminate an employee from a job whether the reason is good, bad or none at all (Halbert and Ingulli, 2012).
Though Treadway tire company had immense business opportunity they had major issues like employee dissatisfaction and high attrition rate within employees. The employees were dissatisfied because the managers did not motivate their employees and improper management and planning from the top. The problem which Lima tire plant faced was high turnover of foremen due to job dissatisfaction, lack of proper training and differences between them and hourly workers. The biggest opportunity for the Lima tire company is to increase their Revenue by retaining their employees. I feel lack of proper management is causing most of the issues at the tire company.
Dixon (cited in Hollway, 2007) points out that psychological research treated prejudice as the outcrop of abnormal psychological development. The author went on to mention that according to the work by some writers on the Dogmatic Personality ,prejudice is rooted in abnormal personality development and it is because of this view that prejudice was seen as closely related to cognitive rigidity. Prejudice is also closely linked to intergroup conflict. Intergroup conflict according to Bornstain (2003) generally involves conflicts of interest within groups of people. Bornstain (2003) goes on to point out that intergroup conflicts are rational in the sense that groups do have incompatible goals and are in competition for scarce resources.