Annotated bibliography (Phuong Nguyen)

Annotated bibliography

1. Tyson, Laura D'Andrea. "What Larry Summers Got Right; Yes, many women opt out of the workplace. What can business do?" Business Week 28 Mar. 2005: 24. Academic OneFile. 20 Mar. 2010.

This article discusses the problem that many high-qualified women choose to opt out of the high-powered jobs, its causes and what companies can do to retain talented women. It gives a survey in Harvard Business Review that shows a large portion of women voluntarily left work at some point in their careers. The most common reason is to care for the children, the elderly and the spouses. However, almost all the women who take time off from work want to come back, but not everyone can. The survey results indicate that jobs with reduced hours and flexible arrangements will be valued by women.

This article includes many statistical numbers that are very useful for my essay. Those numbers can support my idea that high-qualified women don’t always want high-powered jobs.

2. “The inequity of marriage and parenthood." Training & Development 45.4 (1991): 11+. Academic OneFile. 20 Mar. 2010.

The journal points out that married women earn equally to single ones when they are in their twenties, but married women earn less in relation to single women as they get older. It explains that married women who stay at home with their children during the first few years lose the experience that leads to career advancement and higher salaries. In addition, women who return to work after having a baby may be willing to accept a lower salary in exchange for such benefits as flexible working hours.

The numbers given in the journal can help prove my point of difference in wage between married women and singles ones. Also, the author’s ideas give me some more insightful thoughts of the problem.

3. Richards, D.. "Women still waiting for pay equity. " Australian Nursing Journal 17.7 (2010): 26-26. Research Library, ProQuest. 20 Mar. 2010.

The article brings out the problem of inequity in wage that women receive. The average industry gender pay gap is still around 17% with some industries like finance and insurance at 31.9%. Since 1992 the pay gap has actually grown. Women appear to be employed in workplaces or situations where they have less bargaining power and have not fared as well in enterprise bargaining or individual contracts.

I can use statistical numbers from the article to support that there is a big gap in wages paid to men and women.

4. Lerner, Sharon. "The part-time bind: work-from-home scams target mothers searching for the flexibility that traditional employers don't provide." The American Prospect 21.3 (2010): 39+. Academic OneFile. 21 Mar. 2010.

The article discusses the issue that many women choose to stay at home to take care of their children, but they still have to look for jobs whose schedules are flexible. This is a solution for women to balance both work and caring for family, however, there are disadvantages such as the risk of losing money instead of earning, ruined friendships…

There are many cases, personal anecdotes in this article, which make my paper more convincible. They support my opinion that women choose to quit jobs to take care of their families.

5. “Resident Experience of Abuse and Harassment in Emergency Medicine: Ten Years Later." Journal of Emergency Medicine 38.2 (2010): 248+. Academic OneFile. 21 Mar. 2010.

This is a report of a survey carried out to determine the prevalence of abuse and harassment 10 years after 1995 to bring attention to these issues and determine if there has been a change in the prevalence of abuse over this time period. The survey results show that abuse and harassment during EM residency continues to be commonplace and is underreported.

This report provides me with statistical numbers. I will use these numbers to prove my point that women are victims of sexual harassment at workplace and the trend is not going to change.

6. Bubar, Roe. "Cultural competence, justice, and supervision: sexual assault against native women." Women & Therapy33.1-2 (2010): 55+. Academic OneFile. 21 Mar. 2010.

This reports claims that Native women in the United States have the highest incidence of sexual assault, and Alaska Native women may have the highest incidence of sexual assault of any women in the United States. This article outlines the plight of Native women with regard to sexual assault and abuse and provides an overview of the sensitivity and knowledge that social workers and other mental health workers should have when working with Native American women.

This article includes many statistical numbers that are useful to prove my point about sexual harassment. It also gives me some background information about sexual issues in tribal communities.

7. “Sexual harassment costs big bucks, careers." Women in Higher Education June 2006: 3. Academic OneFile. 21 Mar. 2010.

This article includes two cases of two men who had sexually harassed their coworkers. They had been required to pay a large amount of money and to retire immediately.

The two cases can be strong evidences for my paper. Readers can see the present situation of sexual harassment and its consequences.

8. Buerhaus, Peter I., et al. "Still making progress to improve the hospital workplace environment? Results from the 2008 National Survey of registered nurses." Nursing Economics 27.5 (2009): 289+. Academic OneFile. 21 Mar. 2010.

This article is about improvements in hospital workplace in 2008, compared to that in 2006. Improvements included the time RNs spend with patients, quality of nursing care, and a decreasing impact of the shortage on delaying nurses' responses to pages or calls, staff communication, patients' wait time for surgery, and timeliness and efficiency of care. However, there are areas that are even worse than before: overtime hours, sexual harassment/hostile, and physical violence.

There are numbers in this article shows that many more registered nurses report sexual harassment in 2008 than in 2006. This is another good example to support my point of sexual harassment at workplace.

9. Sachs, Andrea. “Big girls still don’t cry”. Time; 3/8/2010, Vol. 175 Issue 9, pG6-G6, 1p, 1 Diagram. Academic Search Premier. 3/21/2010.

The article discusses women in the workplace and inequities in their treatment despite representing the majority of the workforce. Women's employment issues are said to include disproportionately low representation in management positions, wage discrimination, sexual harassment, and penalties for pregnancy. The market for women's employment counseling is noted by reference to several available books on the subject.

This article gives me more ideas about my paper’s topic. Women have to suffer not only wage discrimination, sexual harassment but also penalties for pregnancy, which is really unfair.

10. “How to recognize and respond to sexual harassment in the workplace”. Massachusetts Nurse; Jan/Feb2010, Vol. 81 Issue 1, p20-20, 2/3p. Academic Search Premier. 03/21/2010.

The article provides information related to recognizing and responding to sexual harassment in the workplace. Sexual harassment is defined as sexually oriented comments about a person's body, unwanted physical contact, and offensive behavior. It cites ways on how to deal with sexual harassment which include keeping documentation, reporting the incident to a manager, and seeking support from co-workers.

This article shows readers how to recognize and respond to sexual harassment in the workplace. This suggests more solutions for the issues discussed in my paper.