Ethics of Human Resource Management-Free-Samples for Students

Question: Discuss about the ethics of Human resource management. Answer: Human Resource Management can be considered the most effective and easy people Management concept that is utilised across various different kinds of organisational scenarios. However it has to be mentioned that there is a significant difference between core human resource management and people management. According to the authors traditional people management only focuses on organising and controlling employees from an administrative point of view. However in case of human resource management the employees are often treated as a resource rather than being actual people (Berman et al. 2012). That is the reason the ethics and morality of human resource management in the organisational scenario has been researched and criticized many times. One of the most sought after school of thought regarding the ethics of human resource management has been provided by the Kantian research. This essay will attempt to explore the Kantian imperatives of human resource management and whether human reso urce management could ever treat employees as end in themselves instead of a tool or resource. In order to correlate the construct of ethics and morality with human resource management, the core ideology and principles of human resource management and its contribution and importance and organizational scenario has to be understood. Strategic human resource management (SRHM) is a very important component of organizational structure. The primary contribution of SHRM on the organizational scenario is providing and ensuring skilled, committed, and inspired workforce that facilitates sustainable competitive advantage to the organization. Strategic human resource management (SRHM) relies on resource base theories and frameworks that emphasizes investment in each of the employees equivalent to the profitability value that a company can achieve by facilitating a strategic fit between the human resources and the opportunities they can provide to the company (BoltonandHoulihan 2007). Elaborating on the origin and development of SRHM, it can be mentioned that there are two theoretical principles based on which SRHM functions. One reflects a contingency approach between employee motivation and employee engagement with desired performance outcomes. On a more elaborative note, this process of strategic human resource management is targeted at improving in controlling employee behavior in engagement to achieve optimal performance outcomes and profitability for the company. Known as the Hard SHRM strategy, it uses contextual variables in order to arrive at the best way to manage people only to achieve the organizational goals (Bowie 2017). On the other hand the soft approach focuses on high commission high-performance strategy to people management. Hence it can be mentioned that in contrast the soft HRM techniques facilities of psychological link between organization and employee engagement in order to achieve the desired goals, whereas the hard technique involved no p sychological attachment for the employees. Overall, the employees or human resource to be precise, are treated as tools or machinery by the company where the optimal benefits are excised based on different strategic approaches (Boxall and Purcell 2017). Basic principle of SHRM, there are many substantial benefits which makes SHRM the most important components of organisational structure and operational management. First and foremost it has to be mentioned that SHRM has a direct link with effective business planning and effective human resource deployment based on expertise and experience. According to the authors Human Resource Management anticipates individual employee performance outcomes and relates it with the long term goals and strategies of the organisation. SHRM also has significant role in the cost benefit analysis and planning of an organisation in terms of employment, training, and remuneration cost imbalance management. Lastly, a suitable SHRM technique also helps in maintaining and enhancing the market demand and reputation providing the organization with a competitive advantage. Therefore, HRM is an essential element of the business process management, although maintaining the humanitarian ethics in the organizational scenario often is very difficult in the cut throat corporate world (Gotsis and Kortezi 2010). According to the ideology of Immanuel Kant, humans or humanity should be treated as ends in themselves rather than being treated a means to an end. For instance, his ideology is based on the fundamental principle that people are not just a tool or resource to be used and exploited by the organizations rather they are ends in themselves. Now it has been mentioned that the ethical stand to the construct of human resource management has been researched and evaluated time and time again in research. The morality of ethics of Human Resource Management can be effectively correlated with the Kantian view (Bowie 2017). Elaborating more on the Kantian view any individual can only be considered ethical when that particular individual and his actions can be justified by preserving moral worth. The fundamental element of Kantian ethics is based on the difference between categorical and hypothetical need or necessity, only in the case that the person utilizes logical unreasonable path to address that need. Along with that, the author has also mentioned that for any categorical imperative to be considered ethical, moral commands must be involved in the decision making as well (Greenwood 2013). Extending the principles of Kantian ethics to human resource management, it can be mentioned that in terms of reversibility and universality, any action that is thought to be accurate for one particular individual will have similar effects in case of all other individuals. In this regard it can be argued that even human resource management needs to treat all individuals equally in order to maintain optimal ethics and morality of the construct. Moreover, the Kantian ethics when correlated with strategic Human Resource Management, indicates the use of a deontological view to the entire scenario. According to Kantian principles, the human resource management should also consider the people as the ends themselves, a part of the goal rather than treating them as only objects in path of achieving the goal. Therefore it can be mentioned that the Kantian point view of human resource management directs SHRM to be compassionate and supportive of employee rights and benefits along withorganizat ional profitability and goals. Along with that the human resource management, in terms of Kantian ethics, should optimize their strategies ensuring the greater good if the employees as well along with the organizational profit, and in order to enhance profitability or minimize, the employee rights and welfare must not be compromised on any manner (Jack, Greenwood and Schapper 2012). Despite the Kantian ethics being correlated with human resource management in research studies, there are no effective results being reflected in the strategic human resource management scenarios of different organizational sectors. In the present corporate scenario the employees are still treated as a tool or resource that provides the means for the company to attain the organizational goals. The severity with which the employees are treated as resource that is utilized in order to attend specific ends depends on their hierarchical position in the organization. The lower ranks are often the most exploited resources in most of the organizations and their welfare is the most neglected in the present day scenario. Now there are many contributing factors that can be discussed here as restricting the human resource management from developing a particular morale. First and foremost, organizational culture and corporate stereotype needs to be mentioned. It must not be ignored that the enti re construct of human resource management or administrative operational management is focused on the sole prospect of increasing profitability and market demand of the organization and facilitating smooth the business process management. That is the reason that strategies that are employed in both human resource management and operational management scenario in most of the organizations are only concerned with the processes and practices that will aid to the enhanced profitability and productivity, regardless of the impact on the employees (Jiang et al. 2012). On the other hand it also has to be mentioned that there are many moral conflicts that an HR manager needs to face in the organizational scenario which makes the path of following ethical and moral integrity very difficult. According to the article by Pinnington, MacklinandCampbell (2007), maintaining justice and impartiality in the organizational decision making can be very difficult in the face of more than one decision makers. It is also supported by the fact that the organizational decision making or HR policy implementation is not always in the hands of the human resource management, there are many other stakeholders that are involved with the process. Now the question remains whether HR management is powerless while maintaining morality and justice in the organization. Despite the human resource management not being the sole purpose of justice in an organization the influence of the human resource management on the business processes is also significant. With honest effort and dedication towards safeguarding the best interest of the employee along with it into the organizational performance and productivity can enhance the morality of HR and construct (Patrick Neumann and Dul 2010). The present age of technological revolution in globalization and with all the changes that are operating in the organizational sector treating the employees just as a resource is a highly flawed perception. It has to be mentioned that organizations can obtain profits only on the basis of the performance and hard work that the employees invest and hence they also deserve to be valued by the company. The human resource management can be the first step in safeguarding the employee rights and abiding the contracts or promises can actually implement lawful and justified fairness in the work culture of organizations. Hence despite being difficult treating the employees as ends in themselves instead of means to an end is not impossible for human resource management with effort and will. References: Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage. Bolton, S.C,andHoulihan.H,(2007).Searching for the human in human resource management.NewYork:Macmillan,availablefrom:https://books.google.co.in/books?id=V_AcBQAAQBAJprintsec=frontcoverdq=Searching+for+the+human+in+HRM:+theory,+practice+and+workplace+contextshl=ensa=Xved=0ahUKEwidoa2y9qTZAhXKLY8KHYkzALUQ6AEIJjAA#v=onepageq=Searching%20for%20the%20human%20in%20HRM%3A%20theory%2C%20practice%20and%20workplace%20contextsf=false.[accessed on] 15th February, 2018. Bowie, N.E., 2017.Business ethics: A Kantian perspective. Cambridge University Press. Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan. Gotsis, G.N. and Kortezi, Z., 2010. Ethical considerations in organizational politics: Expanding the perspective.Journal of Business Ethics,93(4), pp.497-517. Greenwood, M., 2013. Ethical analyses of HRM: A review and research agenda.Journal of Business Ethics,114(2), pp.355-366. Jack, G., Greenwood, M. and Schapper, J., 2012. Frontiers, intersections and engagements of ethics and HRM.Journal of business ethics,111(1), pp.1-12. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294. Kalshoven, K. and Boon, C.T., 2012. Ethical leadership, employee well-being, and helping: The moderating role of human resource management.Journal of Personnel Psychology,11(1), p.60. Koonmee, K., Singhapakdi, A., Virakul, B. and Lee, D.J., 2010. Ethics institutionalization, quality of work life, and employee job-related outcomes: A survey of human resource managers in Thailand.Journal of business research,63(1), pp.20-26. Patrick Neumann, W. and Dul, J., 2010. Human factors: spanning the gap between OM and HRM.International journal of operations production management,30(9), pp.923-950. Pinnington,A,,Macklin,R.,andCampbell,T.,2007.Human resource management: ethics and employment.Oxford University Press,pp. 260-270.available from: https://www.hrpa.ca/Documents/Designations/Job-Ready-Program/Human-Resource-Management-Ethics-and-Employment.pdf.[accessed on] 15th February, 201

Expanding Circle - Definition and Examples

Expanding Circle s The expanding circle is made up of countries in which English has no special administrative status but is recognized as a lingua franca and is widely studied as a foreign language. Countries in the expanding circle include China, Denmark, Indonesia, Iran, Japan, Korea, and Sweden, among many others. According to linguist Diane Davies, recent research suggests that some countries in the Expanding Circle have . . . begun to develop distinctive ways of using English, with the result that the language has an increasingly important functional range in these countries and is also a marker of identity in some contexts (Varieties of Modern English: An Introduction, Routledge, 2013). The expanding circle is one of the three concentric circles of World English described by linguist Braj Kachru in Standards, Codification and Sociolinguistic Realism: The English Language in the Outer Circle (1985). The labels inner, outer, and expanding circles represent the type of spread, the patterns of acquisition, and the functional allocation of the English language in diverse cultural contexts. Although these labels are imprecise and in some ways misleading, many scholars would agree with Paul Bruthiaux that they offer a useful  shorthand  for classifying contexts of English world-wide   (Squaring the Circles in the International Journal of Applied Linguistics,  2003). Examples and Observations The spread of English in the Expanding Circle is largely a result of foreign language learning within the country. As in the Outer Circle, the range of proficiency in the language among the population is broad, with some having native-like fluency and others having only minimal familiarity with English. However, in the Expanding Circle, unlike the Outer Circle, there is no local model of English since the language does not have official status and, in Kachrus (1992) terms, has not become institutionalized with locally developed standards of use.(Sandra Lee McKay, Teaching English as an International Language: Rethinking Goals and Approaches. Oxford University Press, 2002)Expanding Circle English and Lingua Franca English- Despite the all-pervasive use of English throughout what many like to term the international community and despite countless anecdotes about emerging varieties such as Euro-English, professional linguists have so far shown only limited interest in describing lingua franca English as a legitimate language variety. The received wisdom seems to be that only when English is a majority first language or an official additional language does it warrant description. . . . Expanding Circle English is not deemed worthy of such attention: users of English who have learned the language as a foreign language are expected to conform to Inner Circle norms, even if using English constitutes an important part of their lived experience and personal identity. No right to rotten English for them, then. Quite the contrary: for Expanding Circle consumption, the main effort remains, as it has always been, to describe English as it is used among the British and American native speakers and then to distribute (Widdowson 1997: 139) the resulting descriptions to those who speak English in nonnative contexts around the world.(Barbara Seidlhofer and Jennifer Jenkins, English as a Lingua Franca and the Politics of Property. The Politics of English as a World Language, ed. by Christian Mair. Rodopi, 2003)- I argue . . . that a lingua franca model is the most sensible model in those common and varied contexts where the learners major reason for [studying] English is to communicate with other non-native speakers. . . . [U]ntil we are able to provide teachers and learners with adequate descriptions of lingua franca models, teachers and learners will have to continue to rely on either native-speaker or nativized models. We have seen how a native-speaker model, while appropriate for a minority of teachers and learners, is inappropriate for the majority for a range of linguistic, cultural and political reasons. A nativized model may be appropriate in Outer and in certain Expanding Circle countries, but this model also carries the disadvantage of cultural inappropriacy when learners require English as a lingua franca to communicate with other non-native speakers.(Andy Kirkpatrick, Which Model of English: Native-Speaker, Nativized, or Lingua Franca? English i n the World: Global Rules, Global Roles, ed. by Rani Rubdy and Mario Saraceni. Continuum, 2006) Also Known As: extending circle

Mujahideen (Definition)

Mujahideen (Definition) Definition: A mujahid is one who strives or struggles on behalf of Islam; mujahideen is the plural of the same word. The word mujahid is an Arabic participle drawn from the same root as the Arabic word jihad, to strive or struggle. The term is most frequently used in reference to the self named Afghan mujahideen, the guerrilla fighters who battled the Soviet army from 1979 – 1989, when the Soviets withdrew in defeat. The Soviets invaded in December, 1979 in order to provide support a recently installed pro-Soviet prime minister, Babrak Karmal. The mujahideen were fighters from the mountainous areas of the largely rural country, and also maintained bases in Pakistan. They were entirely independent of the government. Mujahideen fought under the command of tribal leaders, who also headed Islamist political parties, which ranged from radical to moderate. The mujahideen received arms by way of Pakistan and Iran, both of which share a border. They made use of an arsenal of guerrilla tactics to thwart the Soviets, such as laying ambushes or blowing up gas pipelines between the two countries. They were estimated to be about 90,000 strong in the mid-1980s. The Afghan mujahideen were not seeking to wage an aggressive jihad beyond national boundaries, but were rather fighting a nationalist war against an occupier. The language of Islam helped unify a population that was- and still isotherwise very heterogonous: Afghans have many tribal, ethnic and linguistic differences. After the war ended in 1989, these different factions returned to their previous divisiveness and fought each other, until the Taliban established rule in 1991. These unorganized guerrilla warriors were viewed as outlaws by their Soviet enemy and as freedom fighters by the Reagan Administration in the U.S., which supported the enemy of its enemy, the Soviet Union. Alternate Spellings: mujahedeen, mujahedin

Modern Leadership Principles Essay Example | Topics and Well Written Essays - 2750 words

Modern Leadership Principles - Essay Example These goals indeed lead the organization to the successful heights that it had every dreamt of achieving. In the process of accomplishing these tasks, there are many obstacles that need to be addressed. The environment, under which the organization puts forth its work, plays a critical role. These goals can be achieved by executing the tasks. For successful execution of these tasks, we need to have a guideline and organizations prefer to have these goals assigned as tasks to specific personnel. These personnel are the one's responsible to lead the team/group of people in successful completion of their duties. There are various definitions to describe the characteristic features of leadership. John Maxwell sums up his definition of leadership as "leadership is influence - nothing more, nothing less. This moves beyond the position defining the leader, to looking at the ability of the leader to influence others - both those who would consider themselves followers, and those outside that circle. Indirectly, it also builds in leadership character, since without maintaining integrity and trustworthiness, the capability to influence will disappear (Teal.org, nd). An organization always looks forward to have experienced personnel as well as the personnel who exhibit leadership skills to take up important tasks to benefit the entire organization. Leadership quality is the most sort after characteristic that the organizations seek in the personnel. Leadership requires the personnel to guide the entire team/group to attain the goals. As an individual has their own point of view regarding the critical issues, it is very important to gain a certain level of understanding amongst various individuals. There might be various situations where in certain amount of conflicts arise due to individual point of view. Importance of leadership Leadership is a characteristic that has engulfed all the organizations in recent times. As there is a transfer of cultures, technology update and many more challenges coming up there are a huge number of tasks that need to be accomplished every moment at the right time. To accomplish these tasks at the right time, there has to be proper management as there are numerous tasks to be accomplished. These management issues are always achieved by a certain motive. This particular characteristic of the motive is known as Leadership (Justin Sturek, 2005). A quality that helps in executing the tasks and then achieving the assigned goals can be defined as Leadership. Leadership is a characteristic of knowing oneself, the capabilities and the potential of working things out when required to attain a particular state of action. It is about having a vision about the goals to be accomplished. The vision of accomplishing the tasks at a particular level of success is very essential to guide the team members in the right direction. Leadership also involves the primary feature of building trust among the colleagues. All these have to be attained by taking effective action to realize your own leadership potential. The quality of leadership in organizations can be defined in a different manner. It is usually defined as the characteristic

Marketing Cmmunications Plan Essay Example | Topics and Well Written Essays - 2500 words

Marketing Cmmunications Plan - Essay Example We are suggesting a few ideas in the form of our marketing communication plan which are as follows: we would put up posters everywhere and hand out leaflets containing our telephone number and web address and also advertise on the TV and on internet, we would try to promote our website, giving links to it on famous websites such as www.yahoo.com and www.msn.com and others. People with houses and businesses around the areas that would be affected by the London 2012 Olympics are no doubt not in complete darkness and probably do have a hint of what business opportunities might come their way when Olympics comes to their neighborhood but once people have established their firms and businesses, getting them to conform according to the need of the times can be at times a tedious but worthwhile task to undertake. Hence we felt that there is a dire need to put a promotional plan into action to persuade people to gear up for the games. One problem we face is that people might perceive these p rofit opportunities to be of a short-term nature, most businesses are of the opinion that these opportunities would arise during the games and would go away when the Olympics is over and leaves town, so changing the whole nature of their operations to be perfect for the business needs of few days is an idea not very appealing to both the small scale as well as the extremely well developed businesses, especially the well developed ones. People are comfortable making minor alterations but when it comes to total restructuring people are quite iffy over it. ... are no doubt not in complete darkness and probably do have a hint of what business opportunities might come their way when Olympics comes to their neighborhood but once people have established their firms and businesses, getting them to conform according to the need of the times can be at times a tedious but worthwhile task to undertake. Hence we felt that there is a dire need to put a promotional plan into action to persuade people to gear up for the games. One problem we face is that people might perceive these profit opportunities to be of a short-term nature, most businesses are of the opinion that these opportunities would arise during the games and would go away when the Olympics is over and leaves town, so changing the whole nature of their operations to be perfect for the business needs of few days is an idea not very appealing to both the small scale as well as the extremely well developed businesses, especially the well developed ones. People are comfortable making minor alterations but when it comes to total restructuring people are quite iffy over it. So we feel that there is a need to project the fact that firstly the event doesn't merely bring short-term benefits but rather an opportunity to form ties and long term contacts, it provides them with the opportunity of projecting their business and companies all over the world, a chance to represent them selves and secondly even if you consider only the massive short-term sale, only for the

Observing a mathematics lesson

Observing a mathematics lesson Introduction: The world in which we live is mathematical. In our everyday activities we need mathematics for instance; there is need in everyone for mathematical thinking as well as problem solving in the workplace, at home, when in a shopping spree, etc. In a world of such kind, you notice that those who comprehend and can operate mathematics will have immense opportunities that others lack. In fact, mathematical proficiency opens avenues to productive prospects. Conversely, lack of mathematical competency closes those doors. Usually, learners have varied abilities, interests and more fundamentally, needs. Yet each learner requires mathematics in his or her individual life, be it at home, in the workplace, and even in further study. All learners deserve a chance to appreciate the power and splendor of mathematics. Students should learn a new collection of mathematics nitty-gritty as well as higher level critical-thinking handiness which are critical to problem solving. These permits them to work out fluently, interpret and to unravel puzzles innovatively and resourcefully. The objectives of this lesson is to enable instructors establish suitable strategies employable in problem solving and appropriate forms of mathematical assessment and further the correlation between problem solving and learners achievement. In the lesson, the standards in mathematics with regard puzzle solving are also looked at, as well as problem solving and assessment in an inclusive setting. In the lesson, several standards put down by the National Council of Teachers of Mathematics (NCTM) were addressed. The NCTM declares that students need to develop a range of strategies for solving problems, such as using diagrams, looking for patterns, or trying special values or cases (NCTM, 2000, p. 7). These teaching strategies allow learners to comprehend with ease abstract mathematical concepts and make these concepts realistic to learners perception. According to Hanson et al (2001), if all learners are going to gain knowledge of these strategies, then these strategies should be imbedded in and most importantly be taught across the curriculum. Beside strategies standards, NCTM also establishes the standards for mathematics assessment to help in enhancing learning of mathematics and modeling and shaping teacher instruction. As a result, learners need to use assessments as a part of the reflecting process and work together in partnership with the teachers to determine the direct ion of learning in mathematics (Hanson et al, 2001). The teacher did discriminate instruction within a diverse classroom into mainly high achievers and the low performing learners. In this case, the teacher exposed low achievers to basic skills with limited exposure to operate higher-level problem-solving skills which were left for the higher performers (Grouws Cebulla, 2000). These low performing learners according to Grouws Cebulla, (2000) need to be exposed to more challenging curricula which provide first hand experience. For instance, rather than handing learners a worksheet, a more interesting puzzle might relate to an investigation of classmates involving the kinds of pets they have. From that basis, the class could create graphs depicting data, find partial comparisons (introduction to ratios and probability) and percents. Technology was not used in the instruction of the math lesson. For more effectiveness and probably efficiency, technology can be incorporated into this lesson. For instance, the teacher can make use a graphing calculator. This will offer learners an opportunity to collaborate and discuss the puzzles to establish the solution, as they would in a real world situation. Teaching mathematics needs a lot of reference lists. Teachers habitually have reference lists posted in their classrooms during lessons to which students can make reference when faced with a problem-solving situation. Mathematical problem solving indeed is a multifaceted cognitive activity which involves numerous processes as well as strategies (Montague, n.d.). Stages involving Problem solving are twofold: representation of the problem and problem execution. In the lesson, the teacher used pictures or manipulative objects. Pictures and objects do help make the problems as well as concepts more real and concrete to students as nearly all mathematics concepts are abstract. Modern theories on teaching techniques discourage competition and instead promote collaborative learning. Competition as a teaching strategy demotivates and demoralizes the underperformers. As a teacher, I would reorganize the classroom to accommodate more learner-learner interaction. Placing learners into cooperative learning and problem solving situations will promptly increase the interaction between the high-performing and low-performing students with the target of bridging the learning gap. Moreover, I would employ use of alternative assessments like portfolios and hands-on projects in order to improve strengths and weaknesses of each individual mathematics students. I would also include modifications like slowing the pace of instruction, reducing the process of estimation from problem solving, using flip charts of the involved processes and strategies, and finally teaching from known to unknown, concrete to abstract and from simple to complex. Conclusion: Mathematical problem solving can best be taught by employing cooperative learning technique. Students should be provided with the processes, stages and strategies that make mathematics problem solving simple to learn. Teachers should also consider providing real life mathematics situations to challenge students, and students will begin to appreciate the necessity and essence to be excellent problem solvers. References: Grouws, D. Cebulla, K. (2000). Improving Student Achievement in Mathematics. Geneva, Switzerland: International Academy of Education International Bureau of Education, Educational Practices Series -4. Hanson, et al (2001). Should standard calculators be provided in testing situations? An investigation of performance and preference differences. Applied Measurement in Education, 14(1), 59-72. Montague, M. (n.d.). Math problem solving for middle school students with disabilities. The Access Center. National Council of Teachers of Mathematics (2000). Principles and standards for school mathematics.

Social Norms of Income Distribution

During the period between 1929 and 1953, the United States occupational pay ratios and earning inequality is declined, mainly across World War II (Ober 1948, Phelps Brown 1977, Williamson and Lindert 1980, Goldin and Margo 1922b). The evidence showed that the condition of income inequality was occurrence in that period. Moreover, the problem of income inequality is declined. But, the problem of income inequality is existed. The government cannot spread the income distibution evenly. Many reasons obstructed the income distribution evenly. In my discussion, I concentrate to explain five reasons to influence the income distribution in the United States in the 20th century. Changing in social norms is related to the income distributions. Many people think that women represented a cheaper alternative for employers. Their jobs were viewed as temporary to be abandoned in favor of marriage and a home. High turnover combined with a large pool of replacements in any occupation will tend to depress wages, but it also means there is no incentive to provide career opportunities or invest much effort to train persons for more responsibility. Consequently, women tended to fill the more specialized and lower-paying work, while men moved into the new office manager roles. The fact is that clerical, service, and sales work does not yield significant financial returns to people with more formal education or longer work experience (Bibb & Form, 1977). In large part, this is because most of these are low ceiling careers, lacking in meaningful promotion opportunities for higher paying positions. The jobs have been filled advantageous position by one sex or the other. The point is strongly influencing the income distributions. The point of the unionization is related to the income distributions. Unions have improved wages and benefits, increased job security, and protected workers from discriminatory managerial decisions. Male workers are more likely to be members of trade unions, thus enjoying the advantages of collective bargaining for wages and earning more than women (Flaherty & Caniglia, 1992). Overall, women are about half as likely to be union members as men. Rinehart wrote,  ¡Ã‚ § This accommodation to capitalist power was formalized in what is known as the post  ¡V World War II compromise forged in the midst of the intense class struggles of the 1940s. This settlement between labor, big capital, and the state featured the establishment of a new industrial relations system and stipulated a set of trade  ¡V off. Unions were legally recognized and accorded organizational security. ¡ (P.184) Changing in the education level of the population is related to the income distribution. In the U.S, the financial return to a university or college degree also declined during the 1970s. One explanation of this phenomenon was the substantial increase the proportion of the population going to university, particularly the entry into the labor force of the  ¡Ã‚ § Baby-Boom ¡ generation during the 1970s (Welch 1979). Freeman (1976, 1980) argued that the demand for educated workers also declined, so that not all of the change in relative earnings could be attributed to temporary developments on the supply side. Dooley (1986) concluded that the entry of the large baby ¡Vboom cohort during this period did lower earnings growth for this group, but that this demographic effect could not account for the observed harrowing of earnings differentials by level of education. Dooley ¡s results thus suggest that demand  ¡V side forces may also have played a role. Changing in the age structure of the population is related to the income distribution. The shapes of the earning streams reflect the main key factors which is earnings increase with age but at a decreasing rate. This concave shape reflects the fact that individuals generally continue to make human capital investments in the form of on-the-job training and work experience once they have entered the labor force. This job experience adds more to their productivity and earning s early in their careers due to diminishing returns to experience. However, to the extent that education increases productivity, individuals with the same amount of work experience but more education will earn more, perhaps substantially more. Migration is related to the income distribution. Economic theory predicts that the forces of competition would serve to reduce pure regional wage differentials so that they reflect compensating differences, short-run adjustments, or noncompetitive factors. Those forces of competition were the movement of capital from high- to low-wage areas, and the movement of labor from low- to high-wage areas. Empirical evidence tends to verify the implications of migration as a human capital decision. In a recent study, Osberg, Gordon, and Lin (1994) explore the determinants of interregional and interindustry mobility of individuals in the Maritimes. Using the 1986-87 LMAS, they find that younger individuals and those with higher expected wage gains are more likely to migrate. As well, the process of migration tends to reduce the regional disparities that induce the migration decision. In conclusion, the five reasons are influence the income distribution in the United States in the 20th century. The social norms show that the income inequality is happened between men and women. The unionization shows that the unions have a power to improve the wages and benefits for their members. In this situation, the income inequality is happened between union ¡s members and non-unions members. Although the demand for education workers was declined, education people still earn more than the uneducated people do because they have an expertise knowledge and experience. Migration is benefits for the young individuals. They can have a chance to prove themselves. Therefore, the movement of migration decreases the regional disparities.