Ineed re-writing this statement in a similar fashion. recently at the pittsfield mall outlets location of evening shades, the management has become increasingly frustrated at its inability to motivate associates to perform the duties assigned to them. after cycling through numerous associates, it is clear that some problem must exist that is preventing new hires from understanding their duties enough to accomplish them. a survey for our associates was designed and administered to determine what the causes of the confusion could be. the results of this survey confirmed that a lack of consistent training was one contributing cause. currently, corporate permits twenty-four hours of training. however, this region permits only nine of those twenty four hours because of payroll constraints. additionally, associates appeared frustrated and confused about tasks assigned to them. one reason was found to be the lack of a common template available for managers to use when assigning store tasks. as a result, managers are left to their own devices to compose documents for assigning tasks and monitoring employee completion. the great variation in the documents used by managers was found to cause confusion among employees. to rectify these issues, two solutions are recommended: • first, a consistent training regimen totaling the corporate-allotted twenty-four hours should be implemented. • second, standard templates for in-store memoranda should implemented to improve associate performance and reduce employee turnover.

Read the passage. excerpt from "why equal pay is worth fighting for" by senator elizabeth warren, april 17, 2014 i honestly can't believe that we're still arguing over equal pay in 2014. when i started teaching elementary school after college, the public school district didn't hide the fact that it had two pay scales: one for men and one for women. women have made incredible strides since then. but 40 years later, we're still debating equal pay for equal work. women today still earn only 77 cents for every dollar a man earns, and they're taking a hit in nearly every occupation. bloomberg analyzed census data and found that median earnings for women were lower than those for men in 264 of 265 major occupation categories. in 99.6 percent of occupations, men get paid more than women. that's not an accident; that's discrimination. the effects of this discrimination are real, and they are long lasting. today, more young women go to college than men, but unequal pay makes it harder for them to pay back student loans. pay inequality also means a tougher retirement for women. . for middle-class families today, it usually takes two incomes to get by, and many families depend as much on mom's salary as they do on dad's, if not more. women are the main breadwinners, or joint breadwinners, in two-thirds of the families across the country, and pay discrimination makes it that much harder for these families to stay afloat. women are ready to fight back against pay discrimination, but it's not easy. today, a woman can get fired for asking the guy across the hall how much money he makes. here in the senate, sen. barbara mikulski (d-md.) introduced the paycheck fairness act to give women the tools to combat wage discrimination. it would ensure that salary differences have something to do with the actual job that they are doing, and not just because they are women. senator warren states that the effects of pay discrimination are long-lasting. is this a valid argument supported by accurate evidence? no; warren weakens her point by claiming that the paycheck fairness act would "give women the tools to combat wage discrimination." yes; warren supports her point by noting, "for middle-class families today, it usually takes two incomes to get by." yes; warren supports her point by noting, "pay inequality also means a tougher retirement for women." no; warren weakens her point by noting, "today, a woman can get fired for asking the guy across the hall how much money he makes."