Compensation and Benefit: Executive Compensation Article Review Report

This report analyzes an article discussing compensation and benefits, focusing on gender bias in the IT industry and executive compensation. The report begins with bibliographic information, including the article title, author, and date. It then provides an introduction that differentiates between income levels and exempt vs. nonexempt employees, followed by a discussion of executive compensation and whether it should be linked to organizational performance. The main body of the report summarizes the issues presented in the article, highlighting gender inequality and the importance of performance-based pay. It then discusses the impact of the article, including points of agreement and disagreement, and whether the author's viewpoints are justified. The report concludes with a synthesis of the article's content with information from the course materials, specifically Chapter 14 on compensation of special groups. The report emphasizes the importance of fair compensation and its impact on employee motivation and performance, and provides a detailed analysis of the issues raised in the article.

Running head: COMPENSATION AND BENEFIT
COMPENSATION AND BENEFIT
Name of the Student
Name of the University
Author Note

1COMPENSATION AND BENEFIT
Table of Contents
Bibliographic information...................................................................................................2
Introduction..........................................................................................................................2
Issues....................................................................................................................................2
Impacts.................................................................................................................................2
References............................................................................................................................4

2COMPENSATION AND BENEFIT
Bibliographic information
Article Title – Equal Work, Unequal Growth? Promotions and Recognition for Women in
IT
Author Title – The article was composed by Nishtha Langer on 17th of January 2020.
Nishtha Langer has been one of the professors for business analytics at the esteemed Lally
School of Management at the Rensselar Polytechnic Institute.
Article Date – The article was composed on 17th January 2020.
Introduction
The article in discussion is an opinion piece that discusses the presence of the gender bias
that exists among the individuals who have been serving in the IT industry that is active within
the United States. The following paper attempts a discussion on the issues that have been
highlighted in the article and thereafter discusses the impacts of the discussed issues.
Issues
The article in discussion highlights the importance of the gender bias that exists among
the employees who have been serving the IT industry existent within the boundaries of the
United States. The article highlights the fact that there has been a lack of the female employees
who have been serving in the IT industry of the United States (Langer, 2020). The article
highlights the fact that there has been an inequality that is observed among the remunerations
that are extended to the employees of the organization based on their genders.

3COMPENSATION AND BENEFIT
Impacts
The author argues that the researches have cited that there has been a high amount of
promotions that are offered to the female employees at the lower hierarchical levels of the
organization. However, the female employees tend to face an inequality in case of the payments
based on their performance as compared to their male counterparts (Langer, 2020). The lack in
the equality of the payment have led to the decline in the motivation of the female employees as
well. The article cites the fact that the remuneration that is provided to the employees should be
in parity with the performance that they demonstrate at the workplace.
Langer (2020) is considered to make a justified claim within the opinion piece in
discussion. The compensation or the remuneration that is provided to the client should be
directly linked to the performance that is delivered by the concerned individual. The inclusion of
the proper amount of the remuneration against the performance delivered by the individuals
would help in motivating the employees to deliver a better performance and thereby help the
improvement of the performance of the concern in the given markets.
Langer (2020) in the given article has highlighted the fact that the compensation plays a
huge role in motivating an employee to deliver to the best of his or her capabilities. The inclusion
of several bonuses and incentives over the base pay of an employee motivates the employee to
put forth a greater amount of dedication towards the job and thereby contribute in a better
manner to the overall organizational performance in the international as well as the local markets
(Milkovich, Newman & Gerhart, 2013). The equality in the performance-based pay would
further help in motivating the female employees to deliver a better performance within the given
workplace as well.

4COMPENSATION AND BENEFIT
References
Milkovich, G., Newman, J., & Gerhart, B. (2013). Compensation.
Langer, N. (2020). Equal Work, Unequal Growth? Promotions and Recognition for Women in IT
- Knowledge@Wharton. Retrieved 15 February 2020, from
https://knowledge.wharton.upenn.edu/article/equal-work-unequal-growth-promotions-
recognition-women/