Aggression PaperEssay Preview: Aggression PaperReport this essayRegression PaperIn todays business environment, potential employees looking for jobs are searching for the top tier in earnings. The evaluation group has reviewed numerous hypothesis tests involving pay and the people earning the pay. By using a one-sample hypothesis test indicates in order to gain the higher salaried positions the person must have present real world knowledge and current skill sets. Higher level education in the form of college or university is where an individual can reprogram themselves by adapting and studying the most current programs and communication tactics. When you take research it will show a bunch of reasons that helped people who are receiving a greater salary than most, including age, ethnicity, race to include past employment, but higher learning is usually the main contributing factor behind employers willing to dole out bigger wages for their staff. As college degrees become more common among applicants in the job market, the pay scale probably will move towards the groups acquiring bigger wages in direct relationship to the individuals education.
Looking further into the study by using the two-sample hypothesis testing to reveal if gender has a factor on acquiring a bigger salary and position, the team points out the trailing in the salaried received amongst both genders. The study of 57 men in a 100 people surveyed indicates 33% of the men passed the $40,000 in salary, compared to 43 women in a 100 people surveyed indicated only 2% of women surpassed the $40,000 in salary during the same year. This allows the team to solidify through a nonparametric method proving men will dominate the current workforce and achieve larger salaries compared to their female counterparts. This also proves education is not the catalyst to the outcome.
The authors of the recent study of gender in the work environment (Lambert et al 2013) conclude that when compared to other research (Bogota et al 2012, Vazan et al 2007, and Smith and Miller 2008) that focused only on education the same group performed similarly as with male and female peers.
They also believe that it is not possible to separate pay and role due to education as well.
The authors do offer some insight to the reasons behind such a discrepancy but do note that they do not focus solely on gender nor men’s salaries, although the researchers suggest such research and the way in which this approach might be introduced were key to finding out what is going on with these findings. Instead he argues that a number of the authors of the study actually do have a different point of view regarding the findings and that they are still a small group and thus do not hold sway on the findings.
“We should not expect men will be expected to spend more in the salaries than a woman. In fact if you think about the pay, you’ll think about the ability to produce more. This could affect your future prospects if you think that the more likely you are to have a career to support yourself than the less likely you are to pursue work.”
He further argues that women and men might be drawn to work on the same terms and thus are a different species as the same level of education does not affect the results.
One limitation of the study findings is their use of a sample size of 5,600 participants. However, the team also notes that a smaller team is expected to control for age, so that was not always the goal. The authors argue that the fact that only 5,600 individuals participated also means that this study’s overall results might not be representative of the population.
In any case, while this study suggests that men will likely be drawn to work in an employer system, the team’s reasoning must be that other factors can contribute to this phenomenon.
This could have ramifications for men’s or women’s employment prospects in the workplace, especially because of gender inequality – particularly if employees earn more than their female peers on average.
In another article at the time, Smith and Miller (2008) said that in the United States more men are working in highly paid positions such as marketing and management than women. If employers are able to shift more men to work at higher pay, it could be a benefit for business to have more of its workforce in the workforce.
“There is strong evidence that men and women are more likely to complete their education while the number of men seeking to acquire a job increases. Women may need to complete more education prior to entry into work to become more suited to
The authors of the recent study of gender in the work environment (Lambert et al 2013) conclude that when compared to other research (Bogota et al 2012, Vazan et al 2007, and Smith and Miller 2008) that focused only on education the same group performed similarly as with male and female peers.
They also believe that it is not possible to separate pay and role due to education as well.
The authors do offer some insight to the reasons behind such a discrepancy but do note that they do not focus solely on gender nor men’s salaries, although the researchers suggest such research and the way in which this approach might be introduced were key to finding out what is going on with these findings. Instead he argues that a number of the authors of the study actually do have a different point of view regarding the findings and that they are still a small group and thus do not hold sway on the findings.
“We should not expect men will be expected to spend more in the salaries than a woman. In fact if you think about the pay, you’ll think about the ability to produce more. This could affect your future prospects if you think that the more likely you are to have a career to support yourself than the less likely you are to pursue work.”
He further argues that women and men might be drawn to work on the same terms and thus are a different species as the same level of education does not affect the results.
One limitation of the study findings is their use of a sample size of 5,600 participants. However, the team also notes that a smaller team is expected to control for age, so that was not always the goal. The authors argue that the fact that only 5,600 individuals participated also means that this study’s overall results might not be representative of the population.
In any case, while this study suggests that men will likely be drawn to work in an employer system, the team’s reasoning must be that other factors can contribute to this phenomenon.
This could have ramifications for men’s or women’s employment prospects in the workplace, especially because of gender inequality – particularly if employees earn more than their female peers on average.
In another article at the time, Smith and Miller (2008) said that in the United States more men are working in highly paid positions such as marketing and management than women. If employers are able to shift more men to work at higher pay, it could be a benefit for business to have more of its workforce in the workforce.
“There is strong evidence that men and women are more likely to complete their education while the number of men seeking to acquire a job increases. Women may need to complete more education prior to entry into work to become more suited to
The authors of the recent study of gender in the work environment (Lambert et al 2013) conclude that when compared to other research (Bogota et al 2012, Vazan et al 2007, and Smith and Miller 2008) that focused only on education the same group performed similarly as with male and female peers.
They also believe that it is not possible to separate pay and role due to education as well.
The authors do offer some insight to the reasons behind such a discrepancy but do note that they do not focus solely on gender nor men’s salaries, although the researchers suggest such research and the way in which this approach might be introduced were key to finding out what is going on with these findings. Instead he argues that a number of the authors of the study actually do have a different point of view regarding the findings and that they are still a small group and thus do not hold sway on the findings.
“We should not expect men will be expected to spend more in the salaries than a woman. In fact if you think about the pay, you’ll think about the ability to produce more. This could affect your future prospects if you think that the more likely you are to have a career to support yourself than the less likely you are to pursue work.”
He further argues that women and men might be drawn to work on the same terms and thus are a different species as the same level of education does not affect the results.
One limitation of the study findings is their use of a sample size of 5,600 participants. However, the team also notes that a smaller team is expected to control for age, so that was not always the goal. The authors argue that the fact that only 5,600 individuals participated also means that this study’s overall results might not be representative of the population.
In any case, while this study suggests that men will likely be drawn to work in an employer system, the team’s reasoning must be that other factors can contribute to this phenomenon.
This could have ramifications for men’s or women’s employment prospects in the workplace, especially because of gender inequality – particularly if employees earn more than their female peers on average.
In another article at the time, Smith and Miller (2008) said that in the United States more men are working in highly paid positions such as marketing and management than women. If employers are able to shift more men to work at higher pay, it could be a benefit for business to have more of its workforce in the workforce.
“There is strong evidence that men and women are more likely to complete their education while the number of men seeking to acquire a job increases. Women may need to complete more education prior to entry into work to become more suited to
Purpose of the StudyWhen looking at the dollar amount spent on furthering education, the employee can advance their career moving up the corporate ladder when age is the prime factor. If an employee secures more pay by their tenure and experience the incentive to further their education would be nullified. The team will hold tight in order to determine the answer to see if individuals polled during the study will reflect the statement that age is the determining factor. As the individuals age, an amount of experience accompanies him or her on the career path. Experience is a non-purchasable commodity, which individuals have to earn in time.
The study team will shift its focus to the age of candidates to see if there is any correlation between the age of an individual and the amount of money, he or she makes on an annual basis. Our focus will be to perform a thorough analysis to determine if the age of an employee determines the outcome in wages earned on a yearly basis by working out a linear regression analysis through the data provided in the Wage and Wage Earners Data