Wardell Dupuy

Econ-3100-003

11/5/2013

Assignment #4

1. Occupational Segregation- This is the separation of people by occupation According to the

tables, there are roughly about the same amount of men and women are in sales, but women

are more likely to be cashiers, retail salespersons, travel agents, and telemarketers. On the

other hand men are more likely to be securities, commodities, and financial services sales

agents, and wholesale and manufacturing representatives. In other words it is a form of hidden

discrimination. Many women work at the low level cashier or salespersons jobs possible

because the better jobs are held by men. A good example of occupation segregation is the

armed forces. It was not until recently that females were able to be a part of the army. Still

today men will say “that it is no place for a woman.” This is occupational segregation. Men and

women tend to work different jobs but men seem to hold higher positions.

2. Labor Market Discrimination- this can effect women’s economic status indirectly by reducing

their incentives to invest in themselves and to acquire particular job qualifications. Labor

market discrimination occurs when someone is not allow a chance in the labor market because

of his or her gender, color, or anything else that make a person different. This usually stems

from social discrimination. An example of this would be Not getting a certain jobs just because

you are a different color or gender.

3. Human Capital- This is capital where resources are invested in an individual to increase his or

her productivity and earnings in the futures. When we invest in our human capital we are

essentially investing for the future. We go to school to learn more about or future occupation.
 We do this to get ahead of the competition. An example is college. People go to college to get a

better understanding of the corporate world or labor world.

4. Experience- Earning profiles- This is essentially a person’s decision on whether or not to invest in

one’s human capital. This is a person’s decision to either attend school or not to attend school.

This investment decision entails a comparison between the expected annual earnings at each

level of the labor market experience with each type of schooling and it cost. These costs include

opportunities within the labor market. You compare the two to make a rational decision for

what is essentially better for your situation. An example of this is a single parent. The parent

has to make the choice between going to work and make money now or go to college to

improve you capital and make more money later.

5. Statistical Discrimination- The return to the firm’s investment depends on how long the

individual remains with the firm. Thus employers may believe that women are less likely to stay

at the firm than men, on average, they may prefer men for jobs that require considerable

specific training. This differential treatment of men and women on the basis of their

perceptions of average gender differences in productivity or stability is statistical discrimination.

6. Internal rate of return- This is an analysis that help us calculate the net present value of a human

capital investment. To determine whether to undertake a human capital investment one must

calculate the benefits and the cost. It is simply weighing working now with taking the time to

invest in your human capital. The equation will help you in your decision. Done correctly the

numbers should tell the story.

7. Mentor- protégé relationship- is generally the result of the older individual identifying with the

younger person. Mentors are usually along the same gender lines. This is when older individuals

who are well established in the field often take on younger students under their wing informally

socializing them with the norms of the field, giving them access to research in the area, tying
 them into their network of professional contacts. An example of this is usually training personal.

These people are there to help train and introduce you to the new environment, but only some

will become protégés.

8. General Training- This is a type of on the job training procedure. General training increases the

individual’s productivity to the same extent to all firms. For example, an individual may learn to

use computer software or operate office equipment that is widely used by many firms.

9. Firm- Specific training- increases the individual’s productivity only at the firms that provides the

training. . For example a job might train you how to use their computer systems instead of you

trying to learn yourself. It is more efficient to take the time out and train you that to leave it to

your own devises.

10. Expected work life- This is how much time one plans to spend in the labor market. This is the

planned amount of time that one plans on working. Example: A women who plans on spending

all of her life in the labor force may spend more on her human capital. She is more likely to

attend and complete college because she plans not to leave the labor force. On the other hand

a woman may plan on having a child in the future and therefore plan to leave the labor force for

a period of time. She may or may not spend on her human capital till later or may not finish

college. A woman who expects to spend fewer years in the labor market will find her benefits

correspondingly reduce.