Critical Review Essay


A critical review of " Gender, Pay and Work Satisfaction at a UK University”

Academic 12 months: 2014-2015

Module leader: Mentor Tony Royle

Group users:

Ali Husein Padmanegara 14016657

Beau Question 13031955

Gijsbert Heuvelman 14026852

Pi Wen Jie 13029790

Sylvester Hartman 13032571

Number of Words: 2010

SMITH, M. (2009). Male or female, Pay and Work Satisfaction at a UK University.  Gender, operate and organization, Vol.  16 no your five, pp. 621-641.

This conventional paper argues the article of the research about " gender, job and pleasure at a UK University” (Smith, 2009) is a limited research about the relationship among pay space, staff work grade, occupational gender segregation and expressing job discontentment. The critique will be about the literary works used, the investigation methods, the key findings and arguments pertaining to the findings.

In the document, Smith (2009) discusses the gender pay-gap in the UK. By means of an in-depth analysis and a research in one particular school in the UK, the lady substantiated her findings. The university, where she executed her exploration and evaluation, is a huge and modern day, metropolitan post-1992 university. Cruz, (2009) attempted to demonstrate that you have " several relationships between the size of the pay space, staff grade, occupational gender segregation plus the expression of dissatisfaction”. On her behalf study Jones (2009) likewise conducted a survey, this kind of survey is a only exploration method your woman applied. The key findings of the survey imply that there is a interconnection between the scale the gender pay difference, job level and appearance of discontentment (Smith, 2009).

Before Smith (2009) attempts to make her main points, the girl uses a lot of ideas to realise why the gender pay difference exists. Among Smith's (2009) is that girls still commit more of their particular time to care for children and elders (Unison, 2002), that leads to a fraction of the time for gaining work experience, this could be used to negotiate a higher pay out. However Hevalier (2007) stated that this does not apply. It is less likely for woman professors to get parents than it is for their male educational institutions. Even if female professors acquire children, they may on average receive fewer children than a guy professor will (Hevalier, 2007). It must be observed that procedures that are pro-family can be a huge factor in lessening the objectives of the sexes. A reduction from the gender pay out gap could possibly be achieved by this(Hevalier, 2007).

Even though Smith (2009) recognizes the thought of men and women certainly not taking the same responsibility relating to childcare and eldercare, Jones (2009) remains to be suggesting there must be other factors affecting the male or female pay space for women who have do not have children or are hitched (Smith, 2009). This means that her further conclusions in the content should be based on single girls without kids to conclude which other factors could possibly be involved about the pay distance. However , Jones (2009) does not exclude females with kids in her own exploration, and therefore her findings will be arguable.

One more idea Cruz (2009) introduces, is the fact that after women start inside the working environment, that they start with an income that is on the lower foundation. This is linked to that guys are likely to great buy more of the salary then simply women. This can relate to the fact that men in generally are more knowledgeable than girls (Smith, 2009). However , mcdougal does not conduct a much deeper analysis into this, not does she have virtually any evidence to aid this idea. About Females & Promoting (1997) demonstrates that the spend gap, between women to men, to get the amount of salary for women who also start working, differs among the level of education. For women who start working having a higher degree in education, the pay gap decreases compared to men at the same education level. This shows that the difference in the starting salaries between men and women differs about the level of education, and therefore Smith's (2009) assumption will not be accurate (About...

References: About Women & Marketing (1997) Women Use MBAs to Jump-start Their very own Salaries. Available at (Accessed: 25th October 2014)

Alford, A

Association of University Educators (2004) The Unequal Senior high. Available online for (Accessed: 27th October 2014).

Brace, I. (2008). Questionnaire Design: How to Prepare, Structure and Write Survey Material to get Effective Researching the market (2nd Edition), Kogan Web page, Limited, Birmingham, GBR. Available from: ProQuest ebrary. (Accessed: 29th August 2014).

Doucet, C., JOHNSON, M. L. and DURAND, C. (2012). Pay structure, Female Representation plus the Gender Shell out Gap between University Instructors. Relations Industrielles, Vol. 67 no 1, pp. 51-75.

Gasser, Meters., Flint, In. and Tan, R. (2000) Reward anticipations: the affect of race, gender and type of work. Journal of Business and Psychology, Volume. 15 no 2, pp. 321–9.

Hevalier, A

MIT ( massachutes institute of technology). (1999) " A study around the status of girls faculty in science at MIT” Available at (Accessed Oct 21th, 2014)

Nguyen, A. N., Taylor swift, J

Oshagbemi, T. (2000) Correlates of pay fulfillment in higher education. The Interna- tional Diary of Educational Management, Vol. 14 simply no 1, pp. 31–9.

Smith, Meters

Women and Job Commission (2005) A fair deal for women in the workplace: A great interim declaration. Available online at women_work_commission/fairdealforwomen_interim_statement. pdf (Accessed: October 22nd, 2014)