Becker argued thatdiscrimination is economically detrimental to all parties and will be eliminated by the market.discrimination is only economically detrimental to the employee but will never be completely eliminated by the market.discrimination is economically detrimental to all parties but will never be completely eliminated by the market.O discrimination is only economically detrimental to the employee and will be eliminated by the market.

It can be defined as the unfair treatment of any individual person or any particular group of people…

Ito all parties and will be eliminated by the market. discrimination is only economically detrimental to the employee but will never be completely eliminated ba discrimination is economically detrimental to all parties but will never be completely eliminated by the ma discrimination is only economically detrimental to the employee and will be eliminate market

Ito all parties and will be eliminated by the market. discrimination is only economically detrimental to the employee but will never be completely eliminated ba discrimination is economically detrimental to all parties but will never be completely eliminated by the ma discrimination is only economically detrimental to the employee and will be eliminate market

Survey Of Economics

10th Edition

ISBN:9781337111522

Author:Tucker, Irvin B.

Publisher:Tucker, Irvin B.

Chapter10: Labor Markets And Income Distribution

Section: Chapter Questions

Problem 14SQ

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Similar questions

Empirical studies show that the average woman earns $0.80 for every dollar earned by the average man, after controlling for age and education. Further, the average woman earns $0.92 for every dollar earned by the average man after controlling for occupation . The conclusion is made that occupational choice reduces the wage gap 12 cents and discrimination is left to explain the remaining 8 cents. a) Explain why discrimination may explain more than 8 cents of the 20 cent differential (and occupational choice may explain less than 12 cents of the differential). b) Explain why discrimination may explain less than 8 cents of the 20 cent differential.
Ken recruits applicants for several prominent companies. Often when the companies call for Ken's services, they strongly hint that they do not wish to hire Southeast Asians, so Ken never places them with those companies. Is Ken liable for illegal discrimination? Only awnser please!
Why do economists say that discrimination is inerhently inefficent and therefore will not occur in general?
Most studies indicate that women earn 82% of what men earn. Does this necessarily reflect discrimination or might there be other factors that could explain the difference? Be specific about what those factors are if any.
The U.S. Bureau of the Census reported that, on average, white men earn $50, 945, whereas white women earn $31,008. Economic discrimination explains at least some of this wage gap, but economists think that there are other factors that also contibute to wage gaps. Which factor is not an explanation offered by economists for these types of wage gaps? Various groups in the population graduate from college at varying rates. Differences in earnings can be explained in part by differences in educational attainment. Men and women take different types of jobs. Men are more likely to prioritze jobs with higher wages, and women are more likely to prioritize jobs with other desirable characteristics. On average, men and women have different amounts of experience in their jobs. Ceteris paribus, men are less likely to temporarily leave the workforce and, therefore, have more experience than women. There are innate differences between men and women that make men more productive than women. Because…
Give an example of how discrimination might persistin a competitive market.
Explain the discrimination coefficient.
Suppose there are two occupations: nurses and doctors. Draw hypothetical supply and demand graphs for male and female workers to both occupations assuming that some of each prefers each job. Now, assume that medical school admissions officers assume that women are unqualified to be doctors so all women find work as nurses. Show the effects of discrimination on your graph.
If employers are profit-maximizers, then O competition will always eventually eliminate employment discrimination. O employment discrimination may persist if consumers discriminate. O employment discrimination will persist because it is always profitable. O compensating differentials carinot exist.
Assume there are only two jobs and that both jobs use the skill set possessed by both Preferred (P) workers and Non-Preferred (NP) workers. Job 1 has only P workers; job 2 has Pand NP workers. Based on the Employee (Co-Worker) Taste Discrimination Model, if job 1 pays $18/hour and job 2 pays $24/hour, ceteris paribus: O job 2 will employ more NP workers than P workers. O aP worker with a dew 0.20 will choose job 1. O a P worker with a dew 0.20 will choose job 2. a P worker with a dew 0.20 will be indifferent between job 1 and job 2.
Income $560 $320 B 60 40 0 Work T Suppose this worker's union negotiates an increase in the straight-time wage from $8 to $9.33 per hour with no bonus for overtime. This plan would allow earnings of $560 at 60 hours per week. Assuming this worker can freely choose the number of hours worked, he will choose to work more than 60 hours per week. 60 hours per week. more than 60 hours per week if the income effect dominates; less otherwise. fewer than 60 hours per week. Note:- Do not provide handwritten solution. Maintain accuracy and quality in your answer. Take care of plagiarism.Answer completely.You will get up vote for sure.
As an employer, you can minimize discrimination based on implicit bias when hiring employees if you base your hiring decisions on: O the track records of similar applicants in the past rather than full assessments of individual applicants. O carefully structured assessments of individual candidates rather than gut feelings. O a conscious effort to hire members of a group that is discriminated against. O gut feelings about the likely productivity of individual job applicants.