The focus of this study is the assessment of the performance of the Nigerian retail banks on pay satisfaction through an examination of the sector's pay satisfaction levels. This has formed the basis of the literature review which focuses on pay, pay satisfaction determinants and gender inequality in the distribution of organisational wealth. Literature such as Adam's equity theory, Maslow's needs theory and Vroom's expectancy theory was reviewed. The work adjustment, organisational justice and Herzberg's dual-factor theories were also reviewed in order to form an opinion on what could determine pay satisfaction amongst the Nigerian retail banking sector's employees. The literature review findings conclude that pay satisfaction determinants could be based on the outcome of individual comparisons or referent others, and comparison between what they each earn and what they believe they each are worth to their respective organisations. The aims of this research are (a) to describe and analyse pay satisfaction levels amongst retail bank employees in Nigeria, (b) to identify whether or not pay satisfaction levels of this sector's employees are gendered, and (c) to establish whether or not male workers are more satisfied with their pay than female employees. The objectives are (a) to empirically explore their pay level satisfaction, (b) to test for similarities and differences in their pay satisfaction levels, and (c) to compare the pay satisfaction levels for any significant differences. The research was conducted using both primary and secondary methods with the aid of 600 self-delivered questionnaires within ten selected retail banking organisations based in Lagos and Abuja. The outcomes suggest low satisfaction levels with pay amongst the sector's employees, as just 60% of the 303 usable questionnaires from the 326 who responded indicated satisfaction with their pay. This indicates that male workers were more satisfied with their pay than their female counterparts. However, no significant variations in their satisfaction levels were noted. Finally, this study recommends that Nigerian retail banks implement equitable pay structures that recognise individual efforts whatever their gender. These banks should also establish equity and justice in the distribution of other wealth, and in their policy, process and administrative procedures rather than these being based on personality or culture.

European legal regulation of the remuneration of women and men Abstract This thesis focuses on the legal regulation of the principle of equal pay in European law. Despite the fact that the priciples of equality of men and women are anchored in the international, regional and national laws, the actual fulfulment of the principle of equal pay in the European countries is not satisfactory. This thesis is trying to provide a systematic overview of the relevant legal regulation of the principle of equal pay on the international and European level. Within the respective legal systems, this thesis focuses on the particularity of the regulation, on the existence of controll and enforcing mechanism and on the actual aplication of the principle of equal pay through these mechanisms. The thesis is divided into four chapters. The first chapter defines the concepts essential for this thesis. In particular, it contains definitions of concepts of equality and discrimination. Furthermore, the concepts of sex, gender and diferences in remuneration are defined. The second chapter focuses on the legal regulation of equal pay as adopted by the UN. It analyses the Convention on the Elimination of all Forms of Discrimination against Women and the relevant treaties of the International labour organisation, including the overview...

The issue of fair remuneration The diploma thesis focuses on the issue of fair remuneration in the Czech Republic, or rather lack thereof. The aim of this paper is to outline and evaluate the legislation of fair remuneration that is currently in effect. It must be said that the current fair remuneration legislation, at the first sight, seems to be sufficient and effective in practice. However, that is not true yet, as one of the remaining issues of fair remuneration is the inequality in the remuneration of women and men, where women are generally paid less than men for the same work. This thesis comprises of five chapters. The first chapter provides an overview and evaluation of the legislation of fair remuneration. The second chapter attempts to define the term "fair remuneration" while also outlining other key terms. In general, fair remuneration is such that is in absolute accordance with the current legislation. However, that does not guarantee that such remuneration would be perceived as fair by the employees themselves. Therefore, each employee should know how he or she is remunerated and what specific criteria affect the amount of his remuneration. It follows that each employer should have a transparent remuneration system in place, which would indicate which criteria play a role in...

This qualitative case study was designed to determine the perceptions about female leadership among female faculty and administrators at East Tennessee State University. Participants were asked about the motivating and prohibiting factors (barriers) that affected their leadership capabilities at the institution. They cited motivating factors that led them to optimal performance. These included family support, mentoring practices, affirmative action, collegial working atmosphere, support from the top leadership, and encouragement from their colleagues. The dissertation was also to investigate how female leaders perceived their leadership roles and the factors that enhanced female leadership and the barriers that hindered female leadership at ETSU. The women in this study talked about the impediments or barriers of their upward movement. These included salaries that were lower than those of their male colleagues, stereotyped thinking within the community with biases against females, family chores vis-à-vis work schedules, sexual discrimination, lack of role models, etc. The findings were: (a) Female leadership was uniquely relationship-oriented; (b) female leaders combined work and family and managed the two fairly well; (c) female leaders were more likely to mentor other women but also were often mentored by men; (d) female leaders worked at a more relaxed pace with details in mind and did not have the target of the big picture as a priority; (e) they worked hard to attain the positions previously held by men and are now at par in higher positions both in faculty and administration; (f) they worked hard to surmount the barriers placed in their way as they moved up the ladder in faculty and administrative positions; (g) they volunteered for positions in the staff and faculty senates without considering financial gains; (h) they were the majority in the lower ranks of the administrative ladder of the university and played crucial supportive roles; and (i) their leadership styles were more humanitarian and on the relationship philosophy than were the leadership styles of their male counterparts.