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Occupational Stratification

The purpose of this assignment is to explore race, gender, and occupational stratification in the workplace.
Explain in detail the following questions:
1) What are the implications for a company that practices occupational stratification?
2) How should a human resources manager respond to occupational stratification?
3) What are the implications for a company that allows racial practices in the workplace?
4) How should a human resources manager respond to racial problems in the workplace?
5) How should a human resources manager respond to gender issues in the workplace?

Solution Preview

1) What are the implications for a company that practices occupational stratification?

Occupational stratification (OS) is concerned with social phenomena involving the workplace environment. The concept of OS began with the expansion of non-manual and urban occupations during the postwar period that led to the reduction in manual and agricultural work; which caused a marked change in the structure of the workforce (occupation stratification). For instance, it became more difficult for many companies to increase earnings in both manual and non-manual occupations. Stratification made it unlikely that persons would be elevated into the middle class. In addition the process of OS could lead to a reduction in income. For instance, based on one report, these factors made up the prevailing occupational stratification in Latin America that was still characterized by a large lower stratum, although currently this stratum continues; it is not the predominant force as in the past.

The process of relative reduction in the income is obtained by non-manual middle-level occupations, and the shift of household income. Based on the report (occupational strategies), "In most countries average household income has shifted in the last two decades from about the 66th percentile to about the 75th percentile, which indicates that 75% of households receive incomes below the mean" (occupation stratification, p. 142). Therefore, a company that practices occupational stratification can expect to see dissatisfied employees that result in problems such as: (a) tardiness, (b) psychological and physical complaints, (c) absenteeism. Ryan (2010) .presents research that identifies five sources of motivation that incorporates basic motivational principles that could be applied in the reduction of workplace absenteeism: (1) intrinsic process motivation, (2) goal internalization ...

Solution Summary

This in-depth solution examines the role of the human resource manager in addressing occupational stratification. All references used are included.

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