I would like every person to raise their hand if they believe that $500,000 a year is a rip off. Even for a stressful and “important” work position. Today, President Obama announced a salary cap of ½ a million dollars for executives in companies that receive a lot of taxpayer bailout cash. Of course, some people on Wall Street went crazy when they heard this news. While others, including myself, cheered. This seems like a perfectly reasonable request, especially for the time being. Perhaps, if the executives end up being profitable and contribute in making American and global society profitable, sustainable and reputable again then the cap can come off.
Considering the fact that U.S. residents are helping them out, they should really appreciate having a job at all. That’s what people tell me, even though I had my hours cut by 20% and therefore my pay. Not to mention that I was underpaid in the first place. Why should I get on board to hand out money to corporate fat cats for yachts, larger homes, sport cars and vacations? (The last one really gets me angry because travel is the luxury I truly envy) Seriously, can anyone give me a good reason?
By the way, if any executives are reading this and want to quit there job because of the salary cap, I'll take you job for a year at $500,000.
Showing posts with label Work. Show all posts
Showing posts with label Work. Show all posts
Wednesday, February 4, 2009
Wednesday, January 14, 2009
Girls Golf too!
As a teen I began to enjoy watching golf tournament. My favorite is the Masters. It kicks of the major tournaments for the year and usually offers some sort of drama to enjoy all the way to the 18th green. For years, I watched blissfully unaware of the scope of drama that was taking place behind the beautiful flowers and plush fairways of Augusta National (the golf course where the Masters are played each year).
I was never naïve to the fact that golf is mainly a white, middle/upper class men’s sport. However, I didn’t fully comprehend how inaccessible prestigious golf clubs are to minorities, in particular women and the major consequences of this discrimination until I was an adult.
Augusta National does not have any women members. They are not the only golf club that has a lack of estrogen in its roster, but they are one of the most prominent golf clubs and therefore are (and should be) a target for protest. Minorities began to be invited into membership there in the early 1990s after the P.G.A. of America and the United States Golf Association, all adopted new guidelines effective in 1991 requiring private clubs that want to host tournaments to demonstrate that their membership policies are not discriminatory against minority members or women by policy or practice. (NY Times, 2002) Somehow women are still left out of the equation.
Some of you may be thinking, what is the big deal, so the boys want a club to themselves. It is just a grown-up version of The Little Rascals He-man Woman Hating Club and shouldn’t be taken so seriously.
First of all, you should see the problem with little boys having a misogynistic club in 2009. Second, society should insist that boys become men that respect women. Lastly, there are real world consequences to these kinds of exclusionary policies that affect the workplace and taxpayers.
Golf courses are used as a formal and informal business setting. If women aren’t in the golf club, they can’t contribute to these meetings. Beyond this, they won’t have the chance of running into a potential business partner in the clubhouse to make connections that are vital for career advancements. This hurt women AND it hurts business. Leaving women out of the decision making and creative brainstorming process means a business is forfeiting ½ of its potential staff and the ideas they bring with them.
People who bring clients and partners to these clubs can take a tax deduction for a portion of those expenses. This rewards both the discriminating club and thoughtless actions of executives that are patrons to these clubs. All the while, most of us of any gender would never be invited to play at one of these clubs and we have to pay more taxes. It is ridiculous. Rep. Maloney has a proposed suspending these discriminatory tax deductions. I encourage you to show your support for this bill.
Now, I still enjoy golf. I look forward to watching Phil, Sergio Ernie and Freddy as much as I did before. However, I won’t be watching blissfully unaware any longer. Instead, I’ll support the end of discrimination in a sport that I hope I will enjoy watching into my golden years.
I was never naïve to the fact that golf is mainly a white, middle/upper class men’s sport. However, I didn’t fully comprehend how inaccessible prestigious golf clubs are to minorities, in particular women and the major consequences of this discrimination until I was an adult.
Augusta National does not have any women members. They are not the only golf club that has a lack of estrogen in its roster, but they are one of the most prominent golf clubs and therefore are (and should be) a target for protest. Minorities began to be invited into membership there in the early 1990s after the P.G.A. of America and the United States Golf Association, all adopted new guidelines effective in 1991 requiring private clubs that want to host tournaments to demonstrate that their membership policies are not discriminatory against minority members or women by policy or practice. (NY Times, 2002) Somehow women are still left out of the equation.
Some of you may be thinking, what is the big deal, so the boys want a club to themselves. It is just a grown-up version of The Little Rascals He-man Woman Hating Club and shouldn’t be taken so seriously.
First of all, you should see the problem with little boys having a misogynistic club in 2009. Second, society should insist that boys become men that respect women. Lastly, there are real world consequences to these kinds of exclusionary policies that affect the workplace and taxpayers.
Golf courses are used as a formal and informal business setting. If women aren’t in the golf club, they can’t contribute to these meetings. Beyond this, they won’t have the chance of running into a potential business partner in the clubhouse to make connections that are vital for career advancements. This hurt women AND it hurts business. Leaving women out of the decision making and creative brainstorming process means a business is forfeiting ½ of its potential staff and the ideas they bring with them.
People who bring clients and partners to these clubs can take a tax deduction for a portion of those expenses. This rewards both the discriminating club and thoughtless actions of executives that are patrons to these clubs. All the while, most of us of any gender would never be invited to play at one of these clubs and we have to pay more taxes. It is ridiculous. Rep. Maloney has a proposed suspending these discriminatory tax deductions. I encourage you to show your support for this bill.
Now, I still enjoy golf. I look forward to watching Phil, Sergio Ernie and Freddy as much as I did before. However, I won’t be watching blissfully unaware any longer. Instead, I’ll support the end of discrimination in a sport that I hope I will enjoy watching into my golden years.
Thursday, December 18, 2008
Loyalty Loses its Luster
Articles and books have graced our computer screens and store shelves with the idea that the younger generation is not loyal to their employers. This concept is very complicated and there are many things to consider. First of all, is loyalty a two-way street? Most people would say yes, that it takes two people in a relationship being faithful to make it work. Then why are younger workers expected to stay with companies when there is little chance for advancement, they are underpaid, charged too much for healthcare and generally not seen as an essential part of the team. Yes, they may receive lip service to the tune of team sacrifice and administrative support, but when it comes down to it the young professional knows that higher management would stick a knife in their back. Many people have experienced cut backs, lack of recognition and low wages in their work.
How do you define loyalty to a workplace? Is it just the act of staying in the same position or within the same company for most of your career? Maybe if we broaden our definition of loyalty to a feeling of being connected and making judgments with the company in mind as loyalty we would find that young people are quite loyal. Recently, the organization I’m associated with has cut operations hours and therefore salaries by a significant portion, increased healthcare costs and slashed the staff. They did all of this while demanding as much if not more work to be done. In spite of the company’s lack of loyalty, some members of the staff feel a twinge of guilt for leaving or searching for new opportunities. Wouldn’t this convey some loyalty on the part of the employees? They care about the success of the organization. They care about the well-being of the co-workers they know are affected by their exit. They are sad to leave even knowing it is the right decision. Are these not signs of loyalty?
Our overall society doesn’t promote loyalty when we see CEOs receiving golden parachutes while the average worker loses their livelihood. It is getting harder and harder to move up the class ladder. They have been told this is the first generation that won’t be better off then their parents. This could perhaps inhibit some people’s motivation from working extra hard for promotions and dream jobs.
Job loyalty is not up in smoke, but it does need to be address. They young professionals, however, are not the main obstacle in this issue. In fact, they may be are greatest asset if organizations begin to tap into their skills and start showing appropriate recognition.
How do you define loyalty to a workplace? Is it just the act of staying in the same position or within the same company for most of your career? Maybe if we broaden our definition of loyalty to a feeling of being connected and making judgments with the company in mind as loyalty we would find that young people are quite loyal. Recently, the organization I’m associated with has cut operations hours and therefore salaries by a significant portion, increased healthcare costs and slashed the staff. They did all of this while demanding as much if not more work to be done. In spite of the company’s lack of loyalty, some members of the staff feel a twinge of guilt for leaving or searching for new opportunities. Wouldn’t this convey some loyalty on the part of the employees? They care about the success of the organization. They care about the well-being of the co-workers they know are affected by their exit. They are sad to leave even knowing it is the right decision. Are these not signs of loyalty?
Our overall society doesn’t promote loyalty when we see CEOs receiving golden parachutes while the average worker loses their livelihood. It is getting harder and harder to move up the class ladder. They have been told this is the first generation that won’t be better off then their parents. This could perhaps inhibit some people’s motivation from working extra hard for promotions and dream jobs.Job loyalty is not up in smoke, but it does need to be address. They young professionals, however, are not the main obstacle in this issue. In fact, they may be are greatest asset if organizations begin to tap into their skills and start showing appropriate recognition.
Wednesday, December 10, 2008
Rosie is Riled!
In this economy, jobs have become a bit tricky to nab and it seems even if you have one it doesn't leave you with much in your account after rent is paid. Therefore many people are on the search for their next workplace. One of the most stressful parts of this process is the interview. Women have made incredible strides when it comes to breaking barriers in workplace leadership, but it certainly isn't far enough.
A new study exposes an old problem that is manifested in the job interview. For women the hot seat is truly burning. It is the old sentiment; a confident woman is really a bitch that just wants to destroy men and other competitive women. On the other hand, a gentle woman may be nice to work with, but would drop the ball on any important decisions that are better left up to men.
A new study exposes an old problem that is manifested in the job interview. For women the hot seat is truly burning. It is the old sentiment; a confident woman is really a bitch that just wants to destroy men and other competitive women. On the other hand, a gentle woman may be nice to work with, but would drop the ball on any important decisions that are better left up to men.
Wake up! It is nearly 2009, in the past 100 years women have won the right to vote, been Rosie the Riveter, marched on Washington, become US Supreme Court judges, ran viable campaigns for president and still managed to do well more than half of all the housework, child rearing and elder care in this world.
Women should go on strike. I’m not talking about a day at the spa! No job-related work, No dishes, No laundry, No grocery shopping, No writing, No teaching, No nursing, Nothing. It is understandable that women would be compelled to do most of this stuff for their children and it is essential they remain safe and healthy, but get those men to feed and bath the babies!
The world would fall apart. A capable woman is too much for patriarchal to handle so they must pigeon hole them into the category of bitch, frigid or outcast. So to this end I wish all the women who are job searching much luck and implore you to be yourself!
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