中间图

Or
阅读RC-9928 (第1/4题)

Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared. In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.

This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities--that is, situations in which pay is not "fair" because it does not reflect the true value of a job--exist in the labor market. However, the question still remains: have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?

Comparable worth pay adjustments are indeed precedent-setting. Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs. But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated. In this sense, then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks--know-how, problem-solving, and accountability--can be quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.

According to the passage, which of the following is true of comparable worth as a policy?

  • 分析A选项
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  • 分析B选项
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  • 分析C选项
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  • 分析D选项
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  • 分析E选项
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网友解析
当前版本由 嗨起来! 更新于2015-10-29 09:37:59感谢由 嗨起来! 对此题目的解答所做出的贡献。

难以定位,加之“Comparable worth”又是文章中的主题,所以只能看全篇文章了。

(A)可比价值的政策结论在支付不平等的情况下经常满足不了抱怨者。定位“Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared. ”。本来“可比价值”就是为了消除这个不平等而出现的策略,所以该选项不正确。
(B)Correct。可比价值可以应用在公共区域和私人区域的雇员的支付计划中。定位在“In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.”这句话中。也就是说,公用的和私人的都可以应用“可比价值”策略。
(C)在过去的十年中,“可比价值”作为一个策略一直在被批评。文章突出了可比价值的意义,不是说可比价值不好,这个选项的内容没有被提到过。
(D)许多雇员都认为“可比价值”是一个政策,但很少有人采用这个它。还是定位在选项B中的那句话,说明有很多人都在用这个政策。
(E)早期的贯彻“可比价值”这一政策的结果是在支付平等中只得到了短暂的利益。关键词出现在第二段。但说的是这个政策究竟是开创了先例还是只是个暂时的,为了应付女性的政策。所以贯彻可比价值的结果不会是只有短暂的利益。


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  • 用户头像
    用户brukie3发表于2017-02-23 12:47:36
    哦这是个remain的question并没有下定论
    4楼   回复
  • 用户头像
    用户brukie3发表于2017-02-23 12:47:05
    have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains? 如何理解这句话呢
    3楼   回复
  • 用户头像
    用户见过夏天去非洲拍动物世界发表于2017-01-11 15:38:16
    不要局限于最后一段·····综合全文啊,GMAT考试就是这样,不一定是一个具体的位置的。
    2楼   回复
  • 用户头像
    用户malenie123发表于2016-12-12 17:26:15
    critical不等于critisize
    1楼   回复
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