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Example research essay topic: Wall Street Journal U S Department - 1,243 words

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... f by re-thinking the dimensions of your job. Another woman who has made inroads on the international front is Monique Maddy. As part of a graduate program at Harvard, she decided to study the commercial potential for expanded phone service in Tanzania. Instead of holing up in a library, she led a team of six students to Africa for a three-month investigation; a $ 100, 000 venture she financed by selling her research in advance to Sprint, Motorola, GE and Lockheed Martin. Eventually, after almost going bankrupt and fracturing her leg in a running accident, Adesemi Communications International has 1000 wireless pay phones in Tanzania and contracts in Ghana and Sri Lanka are imminent.

The company is also developing wireless kiosks for Internet access and will hose web pages enabling artisans, farmers, and other small time entrepreneurs to set up shop in a global marketplace. As seen with Ms. Maddy, the trend towards women owned businesses has had phenomenal growth. In 1977, women owned fewer than 1 million businesses.

By 1992, they owned nearly 6. 4 million. Today, that number has increased to 8 million - one third of all firms. Women-owned businesses contribute in revenues $ 2. 3 trillion annually in revenues to the economy and employ one out of every five US workers - 18. 5 million. In the last few years, some women's leaders have commented that the continuing existence of the glass ceiling has fueled the sky rocketing growth in woman-owned businesses.

A February 1998 study by the National Foundation for Women Business Owners found that 29 % of women business owners with corporate experience said that "glass ceiling issues" were significant in motivating them to start their own company. Most working women in the US have children at some point in their prime working years. In 1997, 40 % of all working women had children under the age of 18 at home. New mothers are returning to the work force sooner after having children and are more likely to continue working for pay than they are to become homemakers and care for their own children exclusively. In 1996, 54 % of women were back on the job by their baby's first birthday, while 63 % of moms with 2 -year-old children held paying jobs. During the late 1980 's and 1990 's, the proportion of families maintained by women increased greatly.

In 1997, women maintained 18 % of all families. In these families, women's earnings made up 75 % of total family income. Child support or public assistance, we can assume, probably provides the other 25 %. This participation of mothers in the work force has led to the new catch phrase of the 1990 's - "family friendly" workplaces. Recently, The Today Show featured Fannie Mae as a family friendly workplace on their MSNBC web site. Fannie Mae, the nation's largest provider of funds for home mortgages, was included for the fourth time on MSNBC's list of family friendly businesses.

Females (1838) staff fifty-six percent of the company. Some of the benefits for employees of Fannie Mae include: 1. An on site child care center in Washington DC. The company covers 100 % of the operating costs of the center. It provides after school, holiday and summer programs. 2. Provides backup child care subsidies, pre-tax set asides, reimbursement of child care costs for business travel and overtime, and sick child days. 3.

Leave for child birth, paternity leave, adoption assistance, time off for R&R 4. Profit sharing with company matched funds, scholarships for children of employees, 100 % health insurance coverage for employees and 50 - 100 % for dependents, elder care and more. Another site entitled Kids Campaign by the Benton Foundation has 101 ways to improve your workplace. Number fifty-three is entitled: The first step to making your company family friendly: Establish a checklist of goals. On this page, it defines a family friendly company as "a company that provides a job to a parent who would otherwise be without employment. " I took the quiz offered to see if my company was family friendly. The quiz included about 20 features that a family friendly company might offer.

Some of the features include schedule flexibility, healthcare, time off, job sharing, etc. However, the first feature was compensation. "If your company is paying women less than men for comparable work, it's hurting children - particularly the children of single mothers. Ironically, two out of the three women in our company are single mothers. Another problem I have encountered at my company is the hiring of single mothers with small children. Currently, the two single mothers at the company both have older children. Recently, before these two women were hired, we had numerous women, all with small children, who constantly missed work because of the children.

In the interview, they offered the information about being a single mother and guaranteed it not to be a problem or interfere with their work schedule (8 to 5, Monday through Friday). In every case (4 women total), they missed work too much and were let go because if it. Now, my boss will not hire any single mother, period. Another example of this kind of treatment is one I heard tonight from a fellow classmate. She is a single woman with no children, engaged and about to finish her degree in the spring. She works in a male dominated field and is looking to move up within her small company after graduation.

Her boss, a good friend of the family and an all-around nice guy, flat out stated that the first thing he thinks when he has hired women in the past is about the pregnancy issue. Will she get pregnant and need a lot of time off, forcing me to hire temporary help and costing me money. This is the dilemma facing single mothers and employers today. As we move into the new millennium, we must wage a multi-faceted effort for equity. We must strengthen and enforce vigorously our laws against wage discrimination.

We must shatter the glass ceiling so women can compete fairly for well-paying jobs in business, government and other arenas. More companies need to recognize the need for family friendly workplaces to accommodate both men and women who are responsible for a family. The battle for equal pay, positions and the ever-increasing awareness of the importance of parenting issues within the company continues to improve the quality of life for all working men and women. I hope that in ten years I can write Women vs. Men in the Work Force - Part Three and show that the wage gap has been sewn shut with the thread of economic equality. Castro, Ida.

Equal Pay: A Thirty-five Year Perspective. US Department of Labor Conshafter, Jana. Women vs. Men in the Work Force. Mrs. Burrows's events-grade English class at Actis Jr.

High, Bakersfield, California. 1988 Lancaster, Hal. Sharon Leahy Turned Her Clerical Position Into a Management Position. Wall Street Journal. September 23, 1998. Petzinger, Thomas.

Monique Maddy Uses Wireless Pay Phones to Battle Poverty. Wall Street Journal. September 25, 1998. Post, Lawrence and Weber. Business and Society: Corporate Strategy, Public Policy, Ethics.

Irwin McGraw-Hill. Ninth edition, 1998. U. S.

Department of Labor, Bureau of Labor Statistics, Handbook of Labor Statistics, 1989 U. S. Department of Labor, Bureau of Labor Statistics, Employment and Earnings, January 1998 web web Table 1 source: Economic Census Women-Owned Businesses, selected issues Bibliography:


Free research essays on topics related to: department of labor, wall street journal, u s department, men and women, bureau of labor statistics

Research essay sample on Wall Street Journal U S Department

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