Low Wage Work
I interviewed a female worker at a local firm where she was employed. She worked as a secretary and was employed through her uncle’s who persuaded her to apply for the position when it fell vacant. Though she could not offer details about her uncle, I was made to believe that he was an influential figure/person in the institution. Skills applied to complete various jobs include interpersonal and management skills. They enable her to relate well with other employees and to welcome customers into the firm by directing them to the right offices. Her relationship at the entity with other low-wage workers was guided by work ethic. Senior members intimidated low paid workers. This is because he rules with first hand and demand a lot from her. This means that he applies dictatorship in ensuring that the work is done by the employees within the stipulated period. This instills fear in workers whose productivity goes down as they perform their duties under pressure. Some of the problems she encounter includes sexual favors for promotion and salary increment from senior members, harassment by supervisors and work overload.
Many are the times she perform the work of a receptionist in addition to her official job. This increases her workload which she must carry out concurrently. In regards to sexual favors, male employees constantly ask for sex favors so as to render services when she seeks their services. This is a common vice that is experienced by junior workers in many organizations in the country as well as globally. Having a lot of work to carry out concurrently affects her performance. It implies that the organization is understaffed. Lastly, we have harassment by the superior officers who take advantage of her status to advance their ill will. She derives her gratification from rendering services to clients who come visiting the organization. Client satisfaction gives her the motivation to continue offering her services in the entity. Her coworkers are men. The ratio on gender stands at 30% for women and 70% for men. Therefore, men take the biggest share of all the jobs in the firm. Women are placed to work in areas where duties do not require the application of massive energy. Some of these duties range from paperwork to book keeping jobs. Men execute difficult tasks such as loading and offloading of goods from the tracks. These tasks were considered to be men’s work in the traditional setup (Carrillo-Tudela & Kaas, 2011).
There are some lessons that I learned from the interaction and interview I conducted. The first problem incorporates unfairness against workers. Female workers are treated as the weaker gender by the organization. Thus, it infers that they are offered easy jobs. These positions attract low salaries. Male employees perform manual jobs such as the maintenance work in the industry. This goes hand in hand with the salaries discrepancies amongst workers. Experience is a key aspect in determination of wage increment. Highly trained workers elevate the radar or get promotion as compared to inexperienced workers. Technicians help solve out difficult problems. To keep these people at work, an organization must pay them well. There are many factors affecting discrimination against women. These factors include motherhood leave and kin issues. Feminine workers constantly request for paid parenthood leave. An organization has to replace the vacancy created with another worker who will stand for the pregnant employee. This is seen to be a costly endeavor that causes disruption to an organization’s activities. The situation forces the organization to reduce female population. Depending on their role in the family female employees will be tied up by household duties and sometimes fails to avail at work to cater for the family.
The subsequent issue is about unskilled effort and knowledge hitherto. The unskilled labor that the organization applies in executing odd jobs involves learning and acquisition of skills with consistence service delivery. These workers perform a lot of work but they are paid low salaries. Despite having the same work experience as skilled workers, these casual laborers are mistreated and are unlikely to be considered for employment when vacancies arise (Autor & National Bureau of Economic Research, 2013). However, workers who are lucky enough to scoop a place in the organization depict high level of maturity in terms of productivity. Furthermore, the number of hours that junior employees work exceeds the normal working hours provided by the government.
In conclusion, staff earning near to the ground paycheck face many challenges. These challenges are work-related while other touches on personal life. Work related challenges causes stress, which contributes to declining productivity. Female personnel are victims of favoritism. They are denied a chance to serve the organization based on their sexual characteristics. This has seen men increase in percentage in regards to employee’s population. This trend is seen across the board and in many institutions. The occurrence affects many families and community because women support their families greatly. In situations where women unemployment goes up, families are deemed to fail or experience challenges.
Autor, D. H., & National Bureau of Economic Research. (2013). Trade adjustment: Worker level evidence. Cambridge, MA: National Bureau of Economic Research.
Carrillo-Tudela, C., & Kaas, L. (2011). Wage dispersion and labor turnover with adverse selection. München: CESifo.