Chapter 10 Resources

Question 1

Human capital

Answer 1

People’s knowledge and skills in so far as these are relevant to the labor market

Question 2

human capital theory

Answer 2

human capital of potential candidates is a function of their education, work experience (practice learning and health (productivity) because education is an important determinant for a good job people weigh down the benefits against the costs
The higher people’s human capital, the better their labor market position

Question 3

social capital (who you know) theories 1

Answer 3

Granovetter (strong and weak ties) considerable share found jobs informal and via weak ties (can be chance- you have more weak ties) - p a single strong tie is still more important then a weak tie (more motivated to help, more frequent moments of sharing info)

Question 4

social capital (who you know) theories 2

Answer 4

Burt’s (structural holes) social network char which refer to lack of social ties between communities. Brokerage= network positon which connects communities (they have more favo jobs - gives control and info advantage

Question 5

Social capital (who you know)

Answer 5

Lin’s (social resources)  Social ties may be useful for getting ahead in the labor market because of their knowledge of job vacancies, their information about the hiring process and the influence they can exert on the hiring procedure

Question 6

position generator

Answer 6

measure of social resources which captures the occupational positions of respondents’connections

Question 7

labor market discrimination

Answer 7

employer’s unequal treatment of individuals with the same human capital, based on their group affiliation (behavior)

Question 8

 Taste-based discrimination

Answer 8

employers prefer in-group members above out-group members (in-group favoritism) - various degrees and co-worker/customer discrimination

Question 9

statistical discrimination theory

Answer 9

 Employers, who cannot be sure about the candidates’ true productivity, use information about the (perceived) average productivity of the relevant groups (meso level) in order to better gauge the productivity of the individual candidate (micro level).

Question 10

cumulative discrimination

Answer 10

discrimination that occurs in multiple transitions in the life course (job application- interviews- within organization (mobility))

Question 11

discrimination and job outcomes proposition

Answer 11

The more strongly the groups to which people belong are discriminated against in the labor market, the worse their labor market position. (discrimination and job outcomes) – (has also spiral effect: longer unemployment on CV, discourage efforts)

Question 12

inequality (3)

Answer 12

inequality of outcomes= the relationship between social background and labor market outcomes
inequality of opportunity= the relationship between social background and access to resources
inequality of returns= the relationship between resources and labor market outcomes.

Question 13

gender inequality

Answer 13

In contemporary societies, women participate less often in the labor market than men and, when they do, they have occupations with lower prestige and lower wages.
(1) inequality of opportunities between men and women in getting access to resources (arrow b) and (2) inequality of returns
human capital, social resources, in-group benefits

Question 14

discrimination testing

Answer 14

correspondence (resumes), audit (actors)

Question 15

motherhood penalty

Answer 15

finding that mothers have less favo positions in the labor market than non-mothers

Question 16

ed perf of women higher , but does not necessiraly result in higher status jobs or better wages

Answer 16

 it posits that the social environment can affect the career ambitions that men and women may harbor, the value they attach to income and status and their preferences for certain jobs. Social norms can prescribe different roles and ambitions for men and women (norms prescribe that men should be the main breadwinner and hold a job with a high status, whereas women are more often supposed to take care of the children and the household)
- Social sanctioning
- Internalized (males more than females value earnings and career promotions, leadership and power)
P. The higher people’s career ambitions, and the more strongly these ambitions are approved in their environment, the better their labor market position (career ambitions and job outcomes)
Gender hypersegregation: Men and women work in very different occupations in contempary societies (Preference STEM fields)

Question 17

gender essentialist belief

Answer 17

belief that there are traits that are distinctively male and female (non-manual/service (female) occupations and manual/technical (male) occupations)

Question 18

 Gender segregation in the field of education is particularly strong in more economically advanced countries like Sweden why

Answer 18

 the poorer countries, which tend to have more collectivistic values, gender segregation in occupations is less strong because both men and women work to survive and make a decent income. But in more individualistic cultures, women (and men) want to acquire jobs in which they can personally develop themselves and this means they will emphasize typically female (and male) traits such as nurturance, personal service and interpersonal interaction (or working with things, physical labor and technical skills)