>> still have highly skilled and fairly compensated employees
>> get along just fine
Those are 2 different standards. The domain of highly skilled and fairly compensated is a subset of companies getting along just fine. Many workers are unable to fire their boss as it were, due to lack of alternatives. It’s hard to quit when there’s no alternative job and you’re tied to an area.
Like i suggested earlier, you can’t fix this while the information and power asymmetry exists. You can certainly hide it sufficiently in most cases to get along just fine though but that is under-rewarding the labour.
>> difficult or impossible to fire poor performing
Sure, but what’s the cost of that situation?
Sometimes the cost could be so dire it kills the business. That’s not to be sniffed at for sure. Sometimes though it just protects the worker who’s trying but their kid or SO got incapacitated or something equally horrible is happening to them and the last thing they need is fired.
It’s ok if the player with the lions share of the cash pays more than their fair share from time to time.
It’s not ok to protect the player with the lion’s share at all costs even to the detriment of the poorer players.
> Sometimes though it just protects the worker who’s trying but their kid or SO got incapacitated or something equally horrible is happening to them and the last thing they need is fired.
OK, but private businesses in the US are not public jobs programs, and shouldn't have any obligation to keep paying unproductive employees.
That puts a financial strain on the organization, and can be toxic to a healthy work environment.
(For the record, I'm not railing against people in that position - I'm railing against people perfectly capable of working productively, but choose not to because there is no consequence. It would be analogous to government jobs where the worst that happens is you're transferred to a different department and become their problem instead.)
Fair enough. There is a fine balancing act with heavy-Union shops.
My experience might be more sour than others... I've never personally seen a Union step up to help someone justly... it's always been to keep bad employees employed, and to sue management for various things, and demand higher wages even though the business can't afford them.
You end up spending a bunch of time worrying about what the union will think, instead of what the employee needs.
>> get along just fine
Those are 2 different standards. The domain of highly skilled and fairly compensated is a subset of companies getting along just fine. Many workers are unable to fire their boss as it were, due to lack of alternatives. It’s hard to quit when there’s no alternative job and you’re tied to an area.
Like i suggested earlier, you can’t fix this while the information and power asymmetry exists. You can certainly hide it sufficiently in most cases to get along just fine though but that is under-rewarding the labour.
>> difficult or impossible to fire poor performing
Sure, but what’s the cost of that situation?
Sometimes the cost could be so dire it kills the business. That’s not to be sniffed at for sure. Sometimes though it just protects the worker who’s trying but their kid or SO got incapacitated or something equally horrible is happening to them and the last thing they need is fired.
It’s ok if the player with the lions share of the cash pays more than their fair share from time to time.
It’s not ok to protect the player with the lion’s share at all costs even to the detriment of the poorer players.