In the article “New market power models and sex differences in pay,” Ramson and Oaxaca discussed the difference in pay between male and female employees. The authors focused on the role of monopsony power over the labor supply in the market and how the same informed decisions regarding pay discrimination based on gender. Ramson and Oaxaca (2010) aimed to identify the reasons which inform labor supply elasticity for organizations and why there existed a difference between male and female employees.
Ramson and Oaxaca (2010) developed their argument on the complex market environment based on various economic models and their characteristics. While they noted that the labor market was heterogeneous, workers’ preferences for job opportunities were influenced by incentives, insurance coverage, location, and the wage system. Moreover, the employees had many opportunities available, hence, as soon as they found a better position, they were willing to quit and move to a new job.
In addition, the authors discussed the wage elasticity factors and compared them between male and female employees. Ransom and Oaxaca (2010), identified that female employee had significantly lower-wages compared to their male counterparts for the same positions. Moreover, male employees were more willing to quit their job for a better opportunity as compared to female employees. Hence, female employees were more loyal as compared to their male counterparts with a lower elasticity of about 1.5-2.5 while male employees had one of 2.4-3. While management positions provided higher compensation in comparison to non-managerial roles, females had limited access to such opportunities due to low promotion rates. The authors also found that the monopsony models were unable to differentiate between the differences in wages based on the gender gap and that employers faced various challenges since workers and their unions controlled the contract-based opportunities.
While I knew that wage differences exist between male and female employees, the article provided me with further insight into the factors which inform the differences. Wage discrimination has been a present factor in the field of labor economics and has informed how labor unions represent their members. However, I was particularly surprised by the increased loyalty to organizations among female employees. While they receive lower compensation, female employees displayed more loyalty based on the lower elasticity of labor. I expected that the higher sense of more loyalty would encourage organizations to increase female employee compensation as they performed the same responsibilities as male workers. In the future, I believe the high probability of men to quit their jobs based on wages being higher than that of female employees should be considered as a limitation for employers to pay their male workers more. I noted that the data has a low relative impact on the decision making of organizations working under a monopsony labor market. Hence, I believe that there exists a need to educate the management of small and medium organizations on gender equality and the potential of female employees.
According to Ramson and Oaxaca (2010), market models had an impact on the wage differences existing between male and female employees. Through the comparison of the elasticity between the different groups, the authors provide insight into the role of the monopsony power in the labor market. Through using data and comparison of different factors which guide the different groups, the authors provided credible work. The conclusion and information on the work can be used in organizations to guide the improvement of employment policies.
Ransom, M. R., & Oaxaca, R. L. (2010). New market power models and sex differences in pay. Journal of Labor Economics, 28(2), 267-289. doi:10.1086/651245.