Traditional union-based pay structures can harbour gross inequities, support inefficient working practices and may perpetuate sexual discrimination.
Cohen ignores two of the most important pay trends: skills-based systems, paying employees for developing strategically significant skills; and team-based performance pay schemes.
Far from being in "managers' interests to keep employees in the dark", over half of companies in a Towers Perrin study are improving the information provided to employees. Money can only talk if employers let it, and the majority are aware of this.
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