Perforance Appraisals and Sex Effects
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Authors
Damm, Nancy E.
Issue Date
1982-09-27
Type
Thesis
Language
en_US
Keywords
Alternative Title
Abstract
The purpose of this paper is to promote legal, effective
performance appraisal systems through a -review of several
rating systems and their development. From a feminine
perspective, effective performance appraisals can provide
the means for more promotions of women into middle- and
upper-income positions. The female worker is not the
exception anymore. Unfortunately, as Unger (1979, p. 346)
states, two-thirds of the women working full-time, year-round,
had annual incomes below ~5,000 (as compared with less than
35 percent of men). Furthermore, women who work outside
the home are concentrated in a narrow range of occupations.
Eighty-five percent of all working-women are found in
low-level white-collar or seryice occupations. Disparities
between the sexes are particularly marked 1n terms of
earning power. For year-round, full-time workers, Kreps,
as reported by Unger (1979), found the female median to be
58 percent of the male 1s. Moreover, the sex-related
differences in earning~ of full-time workers has been
increasing -- in 1956 the female median was 63 percent of
the male•s. When men and women working in the same
occupations were compared, women still made a lower wage
than men. Featherman and Hauser·(l976) suggested that sexual
discrimination accounted for 84 percent of the earnings gap
between women and men in 1973.
Description
67 p.
Citation
Publisher
License
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