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Job evaluation systems, which assign point values to various jobs to reflect their complexity and set wages accordingly, were widely adopted by United States manufacturing firms in the 1940s. Companies argued that this assured equal pay for equal work, though their primary aim was to contain labor costs. However, because a truly objective skill-related wage system would threaten long-standing practices of paying women less than men, some companies established separate job evaluation systems for traditionally male and female jobs. Furthermore, definitions of job complexity reflected gender bias. In early job evaluation systems, existing wage rates for jobs were used as the basis for determining what types of job content were complex. Jobs traditionally held by men were routinely rated as more complex than those traditionally held by women.

The passage suggests that companies implementing job evaluation systems faced which of the following difficulties?

A.Job evaluation systems, if implemented evenly, would exacerbate existing conflicts over gender-based pay discrimination.
B.The argument for job evaluation systems was not compatible with companies' gender-based compensation practices.
C.Workers in traditionally female jobs were resistant to job evaluation systems because they perceived such systems as a threat to their interests.
D.Companies found it difficult to justify to workers the way in which they assigned point values to various jobs to reflect their complexity.
E.Job evaluation systems tended to undermine workers' motivation to compete with other workers for higher wages.

B显示答案

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