Main Question: Should a co-worker know how much you earn
Main Ideas: Compare and contrast how changes to transparency over incomes will either reduce inequality or if it breaches the privacy of individual’s information. Give examples of each agreement from political parties in your answer For:
It Encourages Accountability and Ownership
If you expect people to act like owners of the business, you need to give them information about how the business is doing, whether good or bad. It’s very difficult for people to feel a sense of ownership if they are siloed and kept in the dark about the fundamental operating metrics of the business, it’s revenue and it’s growth. By sharing those numbers—and treating people like adults who can maintain confidentiality—you
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Some might find the environment a little too transparent. While this might seem like a downside, if they want to stay and challenge the status quo (and their salary), they know exactly what to do. Transparency will increase competition. It’s not up to you to stop your employees from competing with one another, but it’s your responsibility to make sure that no matter the outcome they feel motivated to work and try again. As an employer, you should reward improvement, and reward excellence—this is the perfect way to balance the …show more content…
Conclusions will be drawn Based on Incomplete Information
It's nearly impossible to make one-to-one comparisons between employees. Everyone's circumstances are different.
If you're talking about pay with people that you work with at your same company, those individuals may be compensated differently based on the job they have or their previous experience or their education or maybe some specific certification
Outside of your workplace, it gets even more complicated, because organizations have different budgets and philosophies about pay. Salaries also vary depending on the industry and the size of the company. Your Friends May Feel Forced to Lie to You
When it comes to pay, it's hard to know whom to trust.
The problem with talking about pay with other individuals is that it may or may not be reliable
Compensation is made of a base salary (paid by the hour, work or the year; excluding overtime or bonuses), variable pay (bonuses, profit sharing/stock options which work hand and hand with the performance of the company), and benefits (to include health insurance/savings plans – 401(k), or tuition reimbursement). The traditional way of determining base pay for jobs was to compare jobs in the same industry. Now industry and market, no long work by themselves, the current thinking is more person-based that considers knowledge, skills, and competencies of the work. This, however, is best suited for high-performing environments that remain flexible in their deployment of human capital.
In the case of Ms. Julia Kate’s request for a salary assessment, several valid points were raised. Ms. Kate has been employed at the Counseling Center and effectively performing her job duties as represented based upon the scores of her performance evaluation. The hiring of two new employees has raised questions as it was noticed that her pay is much lower when compared to her new coworkers. In addition to the valid points that were raised more information regarding whether or not the company uses seniority as a factor to determine pay would be needed to make an accurate determination when adjusting her pay to a suitable grade.
When employees were asked, what factors could be changed at USAA to help maintain employee motivation levels, a couple of them answered with, “higher wages” and “more money”. This response corroborates other studies regarding pay which state surveys will more likely under emphasize the importance of pay relative to other motivational factors. (Rynes, Gerhart & Minette, 2004). “Financial incentives had by far the largest effect on productivity of all interventions. For example, pay was four times more effective than interventions designed to make work more interesting.” (Rynes, 2004). One reason for this phenomenon is social desirable responding. It should be noted, that although pay may be under reported, the results indicate other factors are also important for employee
It discusses how pay transparency can be used to limit the discrimination found in workplaces. Gowri believes that all discrimination troubles could be resolved by allowing everybody to see what each other’s make. He discusses the major pay gaps found between different races and different genders.
Both businesses have very similar operations, but a remarkable disparity is exposed in their wage and benefits structures. At Costco, the average pay is
Companies that participate in surveys (i.e., provide their own compensation data) customarily receive a discount on the final report. The process of collecting data and producing a salary survey takes careful planning and execution that requires economic investment, people resources, and time. Some companies conduct surveys in-house using their own staff and compensation experts. There are many things to consider when analyzing the compensation components of a salary survey. Because companies have different pay structures, compensation data is collected in ranges as well as actual pay. Salary surveys can provide employers more information on the marketplace and how to set competitive pay without overpaying or underpaying employees. Surveys should ask for the minimum, midpoint, and maximum for the surveyed positions, in addition to the actual base salary paid. For those surveys conducted on a regular basis, such as annual surveys, the effective date will be until the next survey is released in the following year. Otherwise, knowing the effective date of the survey can prevent companies from using outdated salary figures and causing error in pay budget
Accountability….What does it mean? Well this past month e lost two soldiers who are a part of our unit and voice of our unit pass away. Accountability is important and should not be taken lightly… A soldier lost his life a couple weeks ago, due to lack of accountability, and it hurt a lot of people. For so many reasons accountability is important, for example. Knowing where your soldiers are at all times helps to know what they’re doing, and what their interest are doing so. In case something happens and someone needs t know where a soldier is accountability comes into play. Army Regulation 600-20 IAW Discipline. Why is discipline so important? Because to be accounted for is a part of disciplinary actions.
Accountability is a subject that ranges through every spectrum of life. From simply knowing your food supply by opening the refrigerator, to knowing the exact amount of ammunition a military convoy has at its disposal, down to each individual round. When we know what the situation is, and hold each person responsible for they're actions in the situation, that is the concept of accountability at its root. If we are not to hold each other responsible for each of our own actions and choices then we will never be able to correct problems and concerns, which will make us fail as a whole because the smallest individual action can account for the gravest of concequences. In this essay I'm going to show how important accountability is in the everyday life of a United States Marine. I will do this by presenting the textbook definition of accountability then dissecting it and defining it in my own words. I will then show you how the military practices accountability with everything it does; by applying a system that is similiar to that of checks and balances. I will tie into this the Incident that occurd in 29 Palms, CA on August 31, 1988, where the failure to have accountability of all the marines on Base ultimately resulted in the negligent death of one Marine, and the ruined careers of those who were in charge of him. Lastly I will go down to the basic level of the Marine Corps: the life of the individual Marine and how he can, and naturally does to a point, apply accountability to his every action, be it on or off duty.
Because each of these different positions requires a different level of education and experience, it is assumed that these positions will also come with different compensation options. Base pay will differ between the three levels of employees, beginning with the managers receiving the highest level of base pay (due to their higher level of education/experience) and salespeople will receive the lowest level of base pay. The physiotherapist and the kinesiologist will receive a base pay somewhere in between.
Jack and Jill only get paid differently because they were interested in different jobs and lifestyles. Do you think all jobs should have the same salary? Do you think we should ban salary negotiation to level the playing field? Do you think we should force women into subjects into subjects they aren't interested in to increase gender balance in classes? Do you believe in equality of outcome or equality of opportunity? The real question in each of these, at their core, is whether the ends justify the means. The answer, as far as these arguments are concerned, is a resounding
Unequal pay is discrimination against women. Women strive to ensure their gender does not affect the amount they are paid or the way they are treated at the workplace. “There are many reasons the gap is so hard to close, according to Olivia Mitchell, the director of the pension research council at the Wharton School of the University of Pennsylvania. Three of the most significant contributors, she says, are the penalty women face for becoming mothers, women's lack of negotiating skills and the bias women face from employers.”(Farber) This gender problem need to be corrected and rapidly. This is unacceptable, gender should not affect your
Women make 79 cents for every dollar a man makes. African American women make 65 cents, Native American women 59, and Latinas 54 cents to a white man’s dollar. Gender pay gaps exist across almost all industries. Women make less than men for doing the same jobs and working the same amount of hours. The wage gap increases the more women age, and motherhood ends up financially penalizing women while fatherhood results in better pay for men. One thing women can do if they suspect they’re being underpaid is talk with their colleagues. Trying to get as much information as they can about how much male peers are paid will benefit them later on. Another thing they can do is talk to their boss to see if they can get the problem fixed without having
Mandelbaum, Robb, “There is a Salary Gap when pay themselves”. New York Times. Ed. Abramson Jill, Pub: New York City, February 18, 2014
Wage differentials are the different rates of pay for the same general type of work, due to a variety of reasons such as differences in performance. Marginal productivity is the difference in how much a worker produces compared to another. There are many reasons for the difference in wages within an industry such as the amount of risk involved, the amount of human capital the individual has and the differences in productivity and amount contributed to the firm. These are just three of many reasons for differences in wages rather than just marginal productivity. There are also external reasons for wage differences that may have nothing to do with individual’s
Everyone brings unique skills and abilities to a job. And no two jobs are exactly alike. Variations affect pay for jobs within the same occupation. Often, the more pronounced these variations are, the bigger the wage