Job Evaluation & Their Comparable Worth

Evaluation of Two Professions to Determine Their Comparative Worth

Submitted to Dr. Sheikh M. Shahidullah Adjunct Faculty and Course Instructor of GEN 207(Sec# 1) Department of Social Science East West University

Submitted By Shawkat Md. Aminul Islam ID: 2008-3-70-085

Submitted On 10th August 2011

Job Evaluation & Their Comparable Worth Job Evaluation Form

Please fill in the form by filling in the circle corresponding with the phrase that most appropriately describes that factor in your profession. 1. What are the average consequences of errors in your job? (1) Does not affect much anyone (2) Has very little short term inconveniences attached (3) Has irritating short term consequences (4) Has a fair amount of long term consequences (5) Life threatening consequences 2. What is the minimum education level to enter into your profession? (1) Barely literate (2) Secondary school education with training (3) High school education with training (4) Graduation degree (5) Post Graduation Degree 3. What is the job responsibility level required by the institutions you work in? (1) Not really necessary (2) One have to keep in touch with the biggest goings on only (3) One have to spend a few unpaid over times in busy times (4) One have to be ready to work at whatever time duty calls (5) Work always needs to stay in the front of your mind 4. What is the average work hour per day for you? (1) 4 to 5 hours (2) 7 to 8 hours (3) 10 to12 hours (4) 14 to 16 hours (5) The whole day

Job Evaluation & Their Comparable Worth 5. What are the working conditions that you face? (1) The conditions are non hazardous and comfortable. (2) There are minor hazards and discomforts occasionally. (3) There are minor hazards and discomforts frequently. (4) There is continuous exposure to minor hazards and discomforts (5) There is continuous exposure to major hazards and discomforts. 6. What is the minimum experience required to be at the top in your profession? (1) Over 6 months (2) Up to 2 years (3) Up to 4 years (4) Up to 6 years (5) Up to 8 years 7. What is the minimum problem solving ability required for your profession? (1) Barely problem solving ability (2) Very little problem solving ability
(3) Typical problem solving ability (4) Good problem solving ability

(5) Tremendous problem solving capacity 8. What is the minimum communication ability required for your profession? (1) Barely communication ability (2) Very little communication ability (3) Typical communication ability (4) Good communication ability (5) Tremendous communication capacity Please write down what is, in your opinion, the ratio of male to female workers practicing your profession at present? ..

Job Evaluation & Their Comparable Worth Comparable Worth of Two Professions (Beautician and Physician) Introduction

Job evaluation is a systematic process that can be used to determine the relative level, importance, complexity, and value of each job in an organization. It refers to a family of quantitative techniques that are used to scientifically determine the salary levels of jobs. These techniques are relatively similar to job analysis methods. Sometimes job analysis methods are used to conduct job evaluation. The major difference between job analysis and job evaluation is that job evaluation determines the relative salaries for different jobs by mathematically combining job information. With a successful job evaluation system, one can compare each job to other jobs within an organization. It is best to perform job evaluation after work analysis. Job evaluation, in conjunction with work analysis, helps to develop a job description that is broad, descriptive, and flexible so that one can adapt the description to the organization's changing needs. Comparable worth can be defined as the concept that jobs which require comparable abilities, knowledge, and skills, should be paid the same wage rate irrespective of the employee's age, race, sex or any other difference. At the heart of comparable worth is the fact that jobs traditionally done by women have been systematically undervalued in the marketplace. The net result is that jobs disproportionately held by women are paid less than comparable jobs with the same levels of skills and responsibilities but commonly held by males. Comparable worth is performed via evaluating two different jobs with same factors. It is essential to calculate how much adjustment is required so that the wages can reflect the comparable worth of that job. The main spotlight of this framework is to determine the comparable worth of two professions, the beautician and the physician. Point method is used as the job evaluation method. The Point Method Point method is the most popular job evaluation method. Its a four step method: Step 1: Determination of compensable factors for the job. A panel, often manager or other organization members determines those factors. These factors serve as the basis for evaluation. These include: Consequences of error on the job

Job Evaluation & Their Comparable Worth Educational Requirements Job Responsibility Skill Required

Step 2: A panel judges the degree to which each job has each compensable factor. This is done on a quantitative scale so that each job gets points for each factor. Step 3: The points for the factors are summed for each job to provide a total score. These numbers are relative. Therefore, the higher the number the higher the salary the job should have. Step 4: Plotting the actual salaries for each job against the totals point for each job. The plot should be a straight line if salary system is fair according to the compensable factors. This step is not performed in the framework because determining salary level using the evaluation method is not our main concern. Our main concern is to determine comparable worth of two jobs. Procedures Standard job evaluation surveys are carried out on a test group of five currently practicing professionals from each field to collect data about Beautician and Physician. Most companies use standard job evaluation survey to figure out the salary scale and salary rates. The test group will rate the consequences of their errors in their jobs, the level of education required, the job responsibility towards their respective institution and the average length of a work day from 1 to 5. Before rating, one should convince the judge to rate those compensable factors. Therefore, I first inform the judges about the main approach and purpose of the survey i.e. finding comparable worth as well as salary scale and male:female ratio. Later on the collected data is analyzed to determine the comparative worth of the two professions and then some known facts like respective wages and job description etc are used to see whether the comparative worth matches with general idea. The ratings given by all those individuals of test group is then summed to calculate the average rating in order to find which job seems to be more valuable, more preferable, more suitable and more interesting to its practitioners. By analyzing the general descriptions of job and its wage scale. we can find out comparable worth of the two jobs as well as the male : female ratio by asking the test subjects to give their opinion about it. At last we will try to determine whether males or

Job Evaluation & Their Comparable Worth

females are more attracted to jobs with more comparative worth or not? Or if there is no evidence of differences in the comparable worth. Judges & their requirements The judges whom are selected to rate various compensable factors have almost each and every requirement that is required for judgment i.e. rating of those factors. I have selected some highly qualified physicians and some senior beauticians as the judge because all of them are well experienced and are currently involved in the same profession. Thats why I thought that they would be the best people to rate the compensable factors and finally to comment on the profession. Physician as the judge 1. Dr. A. Abdul Mottaleb, Senior Hepatologist, Dhaka Hospital MBBS, DTM&H, FRCP, MRCP, MD (Gastro) 2. Dr. A.K.M. Aminul Haque, Intervention cardiologist, Popular diagnostic center MBBS, FCPS, MD (Card), D-Card, MACP 3. Dr. Syed Atiqul Hassan, Rheumatologist, Modern diagnostic center MBBS, MD, FCPS, FRCP, PhD (Rheumatology) 4. Dr. Harun Ur Rashid, Nephrologist, Doctors care MBBS, FCPS, FRCP, PhD (Nephrology) 5. Dr. A.K.M. Jahir Ahmed, Neurologist, Padma general Hospital MBBS, DNM, DTCD, MD (Neuro) Beautician as the judge 1. Mrs. Waheeda Hussain, Chief beautician & Managing Director, Body & Style 2. Ms. Shoma Rahman, Senior beautician, Dazzle Beauty Salon 3. Mrs. Shamema Chowdury, Managing Director, Printa Womens Beauty Parlour 4. Smriti Khan, Proprietor, Womens Heart 5. Mrs. Nipa Mahbub, Chief beautician, Elegance Beauty Parlour Result and Analysis Beauticians: The summarized result of the conducted survey for how beauticians recognize their job is as follows:

Job Evaluation & Their Comparable Worth

1. On average they said that the consequences of their errors on the job are normally aggravating in the short term which is they gave it 3 points.
2. The study also showed that they require a secondary school education with

training to enter into their profession giving it 2 points.

3. It was also found out that their job always needs to be ready to work at whatever

time duty calls giving them 4 points on the job responsibility scale. 4. They also said that their average work day consists of 10 to 12 hour shifts, giving them 3 points.
5. It was also commented upon that they face minor hazards and discomforts

frequently in the job, giving them 3 points. 6. They mentioned that to be in top form they require at least 2 yrs experience giving them 2 points in this category
7. The judges mentioned that typical problem solving ability is required for the job

giving them 3 points in this category.

8. The judges mentioned that good communication ability is required for the job

giving them 4 points in this category.

9. Lastly in average they agreed that for every male beautician there are 29 female

beauticians i.e. male : female working ration is 1:29. So in conclusion, in this job evaluation the profession of a beautician has scored a grand total of 24 points. Physicians The summarized result of the conducted survey for how physicians recognize their job is as follows: 1. On average they said that the consequences of their errors on the job are normally fairly aggravating in the long run, which means that they gave it 4 points. 2. The Study also showed that you require at least a Masters degree to knowledgably deal with stocks giving 5 points in this category.
3. It was also found that job responsibility is just that they have to keep in touch with

the biggest goings on in the organization giving them 2 points.

Job Evaluation & Their Comparable Worth

4. They also said that their average work day consists of 10 to 12 hours giving them

3 points. 5. It was also commented upon that their work environment is non hazardous and comfortable giving them 1 point. 6. They mentioned that to be in top form, they require at least 8 years experience giving them 5 points.
7. The judges mentioned that good problem solving ability is required for the job

giving them 4 points in this category.

8. The judges mentioned that good communication ability is required for the job

giving them 4 points in this category.

9. Lastly in average they agreed that for every female physician there are 6 male

physicians i.e. female : male working ratio is 1:6. So in conclusion, in this job evaluation the profession of a physician has scored a grand total of 28 points. Discussion & Comparison of the two professions For comparing two professions, I go through the compensable factors one by one for both the jobs in order to figure out the reason behind my results that I have mentioned above. Firstly, Beautician scored a 3 in the consequences of error while physician scored 4. This difference is easily understandable when one realizes that task of beauticians & physicians. Though both beautician & physician deal with human, the person has to suffer more if the physicians make any mistakes. The ultimate effect of any error of the beautician is of short term whereas the same error of the physician can be life threatening and of long term. One has to suffer a lot in the long run in case of any error of the physicians. However physicians handle huge investments from thousands of people, if they make a wrong inference and thereby a wrong transaction, once its done it cannot be undone making them long term and as people normally let their physicians handle most of their wealth, the wrong investment can make a huge difference for the clients. Secondly, Beautician scored a 2 in the education background level while physician scored a 5. The beauticians score in this category is easily understandable as they

Job Evaluation & Their Comparable Worth

normally rely more on professional training rather than traditional education in their jobs, however the physicians score an astonishing rate in this sector because they have to handle a lot of people. The physicians have to have very good academic profile as well as a very superior enthusiastic correlation quality. They have to utilize their educational knowledge in the real life in order to solve the newer, uncommon complications. They must have to have an excellent theoretical knowledge along with extra ordinary practical skills. Beautician scored a 4 in the job responsibility sector while physician only received a 2. This is a very easily understandable difference as normally beauticians have to work with various other beauticians in order to increase fairness of the clients so they need to be very well integrated with the Parlour system, and the people who work there, also the moral responsibility of their job adds another dimension to job responsibility that physicians do not have. Meanwhile, Physicians are just given out patients by their hospital or personal chamber or diagnostic center, they do their own research, and mostly keep their own counsel at work trying to get the best deals for their clients, and so they are rarely well integrated with their hospital and counseling center, making their feeling of job responsibility considerably less. One has to visit the physician to make an effort to solve his/her problems whereas the beautician is available for giving services to the clients not only in the parlour but also in a desired place of the clients like house etc. Both Beautician and physician scored a 3 in the average workday sector. There is no difference in this sector, and it is mostly there. The physician has a preplanned schedule of 10 to 12 hours but the beautician works in various shifts, Beautician scored a 3 in the working environment sector while physician scored a 1. The reason for the difference is patently clear. Beauticians work with different chemicals like face powder, being frequently exposed to different diseases and human suffering like acne, rash etc of the clients while physician work in polished perfect comfortable chamber. The physicians dont have to think about the hazards of the working place but the beauticians have. Therefore, the beauticians feel insecure in the workshop which ultimately affects the services. Beautician scored a 2 in the experience sector while physician scored a 5. The reason for this can simply be that beauticians only need to capture & develop a few sets of

Job Evaluation & Their Comparable Worth 10 skills to satisfy the clients and to give the best services. The job excellence of a beautician depends on practice. Beauticians have to be keeping in touch with the newer fashion trends & have to practice newer ideas during the job. So it is easy for them to gather an experience of 2 years in order to become the top of the job. On the other hand, physician needs to keep in touch with new techniques. They have to know about the changes as well as drawbacks of previous methods. They have to cope with constant change of the treatment procedures. The more a physician will practice the more he will learn. Therefore, a physician has to work heart and soul and practice a lot to become more experienced in order to be the top of the job. Beautician scored a 3 in the problem solving ability sector while physician scored a 4. The reason for this can simply understandable because beauticians only need to solve a few sets of problems whereas the physicians need to utilize their wisdom to solve the problems. Therefore, physicians should have a higher problem solving ability compared to beauticians Both beauticians scored a 4 in the communication ability sector while physician scored a 4. As both of them have to realize the problems and expectation of the clients, they have to have good communication skills which make their task far easier. Lastly it is seen that physician is a neither a complete male dominating nor a complete female dominating jobs but beautician is a complete female dominating jobs. The reason for this can simply be social stereotyping, or the fact that girls normally do not go for higher education as much as boys do etc. Therefore those girls can easily take beautician as their profession because it requires less education. Therefore, they adopt some set of skills via training. On the other hand, the number of female physician is increasing day by day as the ancient social stereotyping trend is changing now a days. Conclusion In conclusion we see that the physicians scored more point than the beauticians. Therefore the wages earned by the respective professional varies but job evaluation is not the only parameter that influences the wage level. Also external factors like any upcoming festivals i.e Eid, Puja & wedding programs etc drives wages up of the beautician, the internal competitive wage structure of an organization etc must also be

Job Evaluation & Their Comparable Worth 11 taken into account. The wages of a physician also depends on their experience, equipments and methodology of treatments. References Spector, P.E. (2006) Job Analysis, Industrial and Organizational Psychology, Research and Practice (4th Ed.), John Wiley & Sons,Australia, pp. 70-72. Job evaluation | managers-net.com. Job evaluation. Retrieved August 1, 2011, from http://www.managers-net.com/job_evaluation.html Susan M. Healthfield(2011).Conduct a job evaluation.Retrieved August 1, 2011, from http://office.microsoft.com/en-us/infopath-help/conduct-a-job-evaluationHA001189535.aspx Comparable Worth | Haignere Inc. What is Pay Equity/Comparable Worth. Retrieved July 29, 2011, from http://www.payequityresearch.com/worth.htm