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This is true, yet terrible, and I would love a certain amount of regulation. If you hold a job in position X, at least company wide, position X should have a specific salary for anyone holding that same position. Merit raises are a great way to differentiate and recognize who works more and better, but the position itself should have a regulated salary. In academia, I cannot tell you how many people on the same professorial rank I find that have completely different salaries, yet they all have the same accreditation. The differences make sense, but when you have employees with the same required degrees for a rank, teach the same amount, and publish the same amount, but then they have different salaries... makes my blood boil.We're really getting off-topic here, but you get paid what you're worth and what you accept. I think we all know incompetent people that are well-paid because they're good at negotiating and interviewing and we also know plenty of people that are very competent but accept terrible salaries and contracts because they're bad at negotiating and interviewing.
Negotiating and knowing your worth in the job market are some of the absolute most important skills anyone can get and if your skills and competency (as well as knowing what you don't know, but how to gain knowledge) can back that up you can have all the confidence in the world to stick to your guns and if they don't want to play ball, then it isn't worth your time.We're really getting off-topic here, but you get paid what you're worth and what you accept. I think we all know incompetent people that are well-paid because they're good at negotiating and interviewing and we also know plenty of people that are very competent but accept terrible salaries and contracts because they're bad at negotiating and interviewing.
I guess the academic world is an interesting lens and I can understand where you are coming from.This is true, yet terrible, and I would love a certain amount of regulation. If you hold a job in position X, at least company wide, position X should have a specific salary for anyone holding that same position. Merit raises are a great way to differentiate and recognize who works more and better, but the position itself should have a regulated salary. In academia, I cannot tell you how many people on the same professorial rank I find that have completely different salaries, yet they all have the same accreditation. The differences make sense, but when you have employees with the same required degrees for a rank, teach the same amount, and publish the same amount, but then they have different salaries... makes my blood boil.
I imagine it is not an issue in some cities/line of work, but there is also good money to be made via the simple complete stability and never moving (and all the cost that usually goes with) or missing one paycheck over many decades (with all the obvious cost to ever go some weeks without a paycheck).In my sector it's highly irregular to stay at any one company for longer than 3 years (give or take) if you want more money. Honestly you are losing money staying anywhere long term.
The problem with that is what do you do when conditions change? You're trying to fix a moving target that's constantly changing. For example, around 2009 after the financial meltdown there was a glut of lawyers and job placement rates from law schools were terrible. Perhaps this was due to everyone listening to their parents and becoming lawyers or doctors (increased supply), or perhaps it was due to a lower demand for legal services due to so many companies going bankrupt (decreased demand). Either way this results in a lower value that such a worker provides because there are more of them out of a job and bidding their salaries down in an attempt to find some sort of employment. Once you hire one they might still earn you the same amount of money, but the cost of replacing them is now much lower and thus they're worth less overall; total cost of an employee is much more than salary and includes things like training costs and what's the loss to the business if you have to do without them for awhile.This is true, yet terrible, and I would love a certain amount of regulation. If you hold a job in position X, at least company wide, position X should have a specific salary for anyone holding that same position. Merit raises are a great way to differentiate and recognize who works more and better, but the position itself should have a regulated salary. In academia, I cannot tell you how many people on the same professorial rank I find that have completely different salaries, yet they all have the same accreditation. The differences make sense, but when you have employees with the same required degrees for a rank, teach the same amount, and publish the same amount, but then they have different salaries... makes my blood boil.