Having analyzed the content of the second preceding article, the main concern of the document is the analysis of the various ethnic disparities at workplaces. The main issue here is how the race especially the blacks are given a second approach in terms of how compensation on the work done is concerned. Employers in the European setting, have a tendency of treating the ethnic majority (the whites) in a more preferable manner than the ethnic minority (the blacks). The discussion generally revolves around the approach that is given to the immigrants in the EU states. (Larsen, Birthe, Waisman, " Gisela, 2008) Critical analysis of the contribution that the disparity in the compensation formula by the ethnically bent employers is sincerely detrimental on the performance of the employees from different settings of the ethnic backgrounds.
In the analysis of the audience that the document is directed to, I can convincingly say that it is directed to the employers. This is because the disparities that are illustrated here concerns how the employers have always discriminated upon the minority ethnic. On the other hand, the article analysis also tries to make the employees understand their rights. The various revelations that have been addressed in the article are keen on bringing sanity to the sector of employment. The performance of employees is solely embedded on the methods that the employers apply for compensation. Equalized and effective compensation is the main driver in encouraging employees to take up on their tasks. This therefore renders the audience of these articles to be between the employers and the employees.
The discussion of what appears to be valid or invalid in the document is an issue of great concern. According to the analysis that I have done on this article, a valid report that I can give to this document is that everything that have been discussed in the article is valid. The issue of wage disparity continues to rock both the developed and the underdeveloped countries. The statistical data on the disparity on the wage distribution across the EU states is evidence enough that should be used by the labor unions in protecting the rights of the workers. It is indeed a damning report that despite the articles coverage on these disparities, (Holzer, H., 2013) the article does not present a mechanism on how to tackle the issues.
I would like to agree to the assertions and the revelations that have been made in the article. There is a lot of intellectuality in the way the authors bring out the issues that affect the operations of the employment sector. The entire analysis is in the best interest in trying to bring out the prejudices that affect employees in the various sectors. There are several issues that underlies beneath the wage marginalization such as poor work performance and the production of substandard materials. The compensation that the employer gives his or her employees is likely to play a major role on his behavior. For instance, (Pan, J. Y., 2010) an employer who rewards his employees well will be ready to listen to the grievances made by the workers in order to get the best results. When substandard wages are advanced to the employees, the employers may turn out to be arrogant in the way they address employees’ issues. (Employee compensation, 2014)
Conclusion
In conclusion, I would like to say that poor compensation methods are to blame for the crises that have been experienced in the employment sector over the years. The employers especially in the EU states that have deeply rooted their thinking into application of ethnicity in rewarding the employees should therefore reverse this detrimental thinking. The employees whether from a minority or the majority ethnic deserves equal treatment according to the stipulations laid out in the labor Act.
References
Larsen, Birthe, Waisman, " Gisela. (2008). Do Attitudes Towards Immigrants Matter? Centre for Business Research (CEBR) and Copenhagen Business School, Department of Economics.
Pan, J. Y., " University of Chicago. (2010). Essays in empirical labor economics.
Holzer, H. (2013). Wages, Employer Costs, and Employee Performance in the Firm. doi:10.3386/w2830
