Analyzing Arguments: Pay Equity and True Workplace Diversity

This assignment presents a discussion board post addressing two main topics: whether workers with the same job title deserve the same pay rate and whether positive action is sufficient to ensure true workplace diversity. For the first topic, arguments are presented both for and against the motion, considering factors like motivation, discrimination, skill sets, and company policies. The second topic explores the role of positive action in achieving workplace diversity, highlighting the importance of organizational theories, individual behaviors, and cultural differences. The discussion includes rebuttals and speaker perspectives, offering a comprehensive analysis of these complex issues. Desklib provides students access to similar solved assignments and past papers for academic support.

Topic: Workers with the same job title deserves the
same pay rate
Conclusion: Sense of motivation can be established
through keeping same pay rates to employee with
same job title.
Premises (1-3):
Topic sentence: Contribute towards promoting
motivating working environment
Evidence and example:
Topic sentence: Avoids discrimination
Evidence and example:
Topic sentence: Flexibility
Evidence and example:
Potential rebuttals (1-3):
Possible opposition premise: Could result in reverse
impact.
Topic sentence: Contribute towards promoting
motivating working environment
Counter evidence and example:
Possible opposition premise: Effective HR
management
Topic sentence: Avoids discrimination
Counter evidence and example:

Possible opposition premise: Effective management
techniques
Topic sentence: Flexibility
Counter evidence and example:
Opposition analysis: Pay rate of workers with same
title should not be according to their job profile
Speaker 1:
Conclusion / key premises: Taking considerations of
differences in skill sets, abilities and efficiency to
perform a given task
Ideas for rebuttals:
Speaker 2:
Conclusion / key premises: relate to develop feeling
of motivation by paying at high rates
Ideas for rebuttals:
Speaker 3:

Conclusion / key premises: company have the strong
policy to discuss pay rate inside the organisation
Ideas for rebuttals:

Topic: Positive action is not enough to ensure true
workplace diversity.
Conclusion: Positive action is not enough to ensure
true workplace diversity.
Premises (1-3):
Topic sentence: Variety of other business factors
which from which workplace diversity can be defined.
Evidence and example:
Topic sentence: Ensure true workplace diversity
Evidence and example:
Topic sentence: Positive actions along with
respective organisational theories could be helpful to
ensure true workplace diversity
Evidence and example:
Potential rebuttals (1-3):
Possible opposition premise: Could result in reverse
impact.
Topic sentence: Positive actions are deemed to be
important technique through which gender
discrimination could be dismantled in an
organisational firm.
Counter evidence and example:
Possible opposition premise: positive actions being
performed by an individual employee
Topic sentence:

Counter evidence and example:
Possible opposition premise: reflecting to presence
of differentiated behaviours and culture of
individuals
Topic sentence: Could result in reverse impact.
Counter evidence and example:
Opposition analysis: Pay rate of workers with same
title should not be according to their job profile
Speaker 1:
Conclusion / key premises: Taking considerations of
differences in skill sets, abilities and efficiency to
perform a given task
Topic 1: Workers with the same job title deserves the same pay rate
For the motion
Reflecting to my primary argument, I strongly want to say that, workers
with the same job title should be given same pay rate. This will not only
contribute towards promoting motivating working environment but will
also engage organisational operations to fulfil social objectives. As said by
Michael Wechsler, (2019), men and women working under a same job
profile should not be discriminated under different pay rates. In regards to
the statement it can be said that, this would bring feeling of motivation in
workforce and will also allow business managers to derive business
strategies in uncertain market conditions.
Against the motion
The secondary argument states about the against of the motion. In this it
can be said that, pay rate of workers with same title should not be
according to their job profile. This can be justified with respect to taking

considerations of differences in skill sets, abilities and efficiency to perform
a given task. According to Dana Wilkie, (2017), most company have the
strong policy to discuss pay rate inside the organisation, this can work
which would further relate to develop feeling of motivation by paying at
high rates to the most deserving and dedicated employee of the company.
Topic 2: Positive action is not enough to ensure true workplace diversity
For the motion
Reflecting to my primary argument, I strongly stand for the motion of the
given topic. In light to the fact, there are variety of other business factors
which from which workplace diversity can be defined. As said by lus
Laboris, (2020), there is a significant place for various management and
leadership theory which have greater influence over ensuring true
workplace diversity. Therefore, positive action is not enough to ensure true
workplace diversity. Furthermore, the stand can be supported through
reflecting to presence of differentiated behaviours and culture of
individuals. It can be said that positive actions along with respective
organisational theories could be helpful to ensure true workplace diversity.
Against the motion
The secondary argument for the topic states about opposing the topic i.e.
positive action does make a impact to ensure true workplace diversity at
the workforce. Being mentioned by DiversityQ, 2019, positive actions are
deemed to be important technique through which gender discrimination
could be dismantled in an organisational firm. Tracking back to the given
topic, it can be said that, positive actions being performed by an individual
employee in the workforce can manipulate true workplace diversity
through which better productivity of the business firm can be ensured.

Speaker 2:
Conclusion / key premises: relate to develop feeling
of motivation by paying at high rates
Ideas for rebuttals:
Speaker 3:
Conclusion / key premises: company have the strong
policy to discuss pay rate inside the organisation
Ideas for rebuttals: