Benjamin Harris is an author and associate professor at the Kellogg School of
Management. He writes articles for The Hamilton Project, which is an economic policy initiative founded in 2006 that advocates for individual economic security. He also writes for the Harvard
Business Review. On the 14 th of March, 2018 Harris posted an article on the Harvard Business
Review titled, “What If Companies Were Required to Tell Workers What Their Colleagues
Earn.” This article recognizes the problems attributed to the fact that employees possess limited information about wages, and he offers five different possible reforms.
In his introduction, Harris states that the lack of pay transparency may be keeping millions of Americans from earning higher paychecks. …show more content…
Up to today, employees only have public CEO salaries to compare themselves to, and that comparison will never be equivalent.
Organizational behavior specialists agree that money has more than an economic value, it can convey a sense of esteem. A person’s pay symbolizes what they have achieved in their life, the amount of respect they have in their community from the perception of being competent, and the kind of economic freedom that allows one to not be tied down to a job. The authors of an article titled, “Does Wage Affect Employees’ Well-Being?”, wrote that a person’s well-being is shaped by their wage rank. Satisfaction is not derived from the money itself, but from a person’s ordinal wage rank within a comparison group (Brown, Oswald, & Qian, 2008). Employees who only have CEO salaries to compare themselves to can experience low self-esteem.
Harris’s first reform is to enact anti-retaliatory legislation. This kind of legislation prohibits employers from punishing employees for discussing wages at work. This idea is part of both Ontario’s proposed pay transparency legislation and the U.S.’ Paycheck Fairness Act. Why
Management. He writes articles for The Hamilton Project, which is an economic policy initiative founded in 2006 that advocates for individual economic security. He also writes for the Harvard
Business Review. On the 14 th of March, 2018 Harris posted an article on the Harvard Business
Review titled, “What If Companies Were Required to Tell Workers What Their Colleagues
Earn.” This article recognizes the problems attributed to the fact that employees possess limited information about wages, and he offers five different possible reforms.
In his introduction, Harris states that the lack of pay transparency may be keeping millions of Americans from earning higher paychecks. …show more content…
Up to today, employees only have public CEO salaries to compare themselves to, and that comparison will never be equivalent.
Organizational behavior specialists agree that money has more than an economic value, it can convey a sense of esteem. A person’s pay symbolizes what they have achieved in their life, the amount of respect they have in their community from the perception of being competent, and the kind of economic freedom that allows one to not be tied down to a job. The authors of an article titled, “Does Wage Affect Employees’ Well-Being?”, wrote that a person’s well-being is shaped by their wage rank. Satisfaction is not derived from the money itself, but from a person’s ordinal wage rank within a comparison group (Brown, Oswald, & Qian, 2008). Employees who only have CEO salaries to compare themselves to can experience low self-esteem.
Harris’s first reform is to enact anti-retaliatory legislation. This kind of legislation prohibits employers from punishing employees for discussing wages at work. This idea is part of both Ontario’s proposed pay transparency legislation and the U.S.’ Paycheck Fairness Act. Why