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neanderthalphysics
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How satisfied are you with your salary at work? Do you know what your peers are getting based on work gossip or just asking directly? Does your university/company/organization implement a pay transparency policy?
The company I worked for made it a disciplinary offence to reveal to anyone else how much you were paid.neanderthalphysics said:How satisfied are you with your salary at work? Do you know what your peers are getting based on work gossip or just asking directly? Does your university/company/organization implement a pay transparency policy?
And at tax time when the law requires that you reveal to someone how much you were paid. Then too, your prospective creditors usually want to know these sorts of things.PeroK said:The company I worked for made it a disciplinary offence to reveal to anyone else how much you were paid.
It was other employees you weren't allowed to discuss it with. We don't generally do tax returns in the UK. It was all automatic PAYE tax deductions for me.jbriggs444 said:And at tax time when the law requires that you reveal to someone how much you were paid. Then too, your prospective creditors usually want to know these sorts of things.
I don't know about the UK, but for some types of employers in the US, it is illegal to forbid employees from discussing their pay with each other.PeroK said:The company I worked for made it a disciplinary offence to reveal to anyone else how much you were paid.
That might be true here as well, actually. It was probably a bluff, at least legally. But, in a company where everything is unstructured, once you're persona non grata, there's not a lot you can do. Other than leave.russ_watters said:I don't know about the UK, but for some types of employers in the US, it is illegal to forbid employees from discussing their pay with each other.
There are pros and cons on both sides. Many employers don't want people to discuss salaries because it enables them to pay people less than they are worth. Many employees are bad judges of their own worth and will misuse the information.HAYAO said:I never really understood why it's kind of a taboo to talk about salary. Some people get more, some people get less. It's not like I'm trying to compare my salaries to other people so I can feel good or feel bad about myself. I'm rather open to discussing it just for the sake of understanding what differentiates salaries, and in some cases help me improve what I do.
That is not generally a good strategy (caveat: country differences). Companies exist to make a profit for their owners, period. Some are fair because they think it benefits the company, but many are unfair because they know it benefits the company. The best strategy is to know your worth/value and to properly advocate for yourself. If you are underpaid, ask for more or seek a better paying job. And from the other side, if you are an under-performer it would behoove you to recognize it and try to fix it, lest you get fired for being overpaid/underperforming.I don't like the idea of asking for raise because I think that it's up to the company/institution to decide how productive I am to them. I don't decide how productive I am to the company/institution. That sounds too arrogant.
I don't know if this is supposed to be a counter-argument with what I said, because most of what I've said overlaps with what you just said.russ_watters said:There are pros and cons on both sides. Many employers don't want people to discuss salaries because it enables them to pay people less than they are worth. Many employees are bad judges of their own worth and will misuse the information.
That is not generally a good strategy (caveat: country differences). Companies exist to make a profit for their owners, period. Some are fair because they think it benefits the company, but many are unfair because they know it benefits the company. The best strategy is to know your worth/value and to properly advocate for yourself. If you are underpaid, ask for more or seek a better paying job. And from the other side, if you are an under-performer it would behoove you to recognize it and try to fix it, lest you get fired for being overpaid/underperforming.
neanderthalphysics said:Does your university/company/organization implement a pay transparency policy?
In some countries (e.g. Norway), everyone's tax returns are a public record.jbriggs444 said:And at tax time when the law requires that you reveal to someone how much you were paid.
True story: In my first post college technical job, at a group lunch in a Chinese restaurant, I got a fortune cookie that said “you will get a salary increase”. I handed it to my boss. He obliged.russ_watters said:That is not generally a good strategy (caveat: country differences). Companies exist to make a profit for their owners, period. Some are fair because they think it benefits the company, but many are unfair because they know it benefits the company. The best strategy is to know your worth/value and to properly advocate for yourself. If you are underpaid, ask for more or seek a better paying job. And from the other side, if you are an under-performer it would behoove you to recognize it and try to fix it, lest you get fired for being overpaid/underperforming.
PeroK said:The company I worked for made it a disciplinary offence to reveal to anyone else how much you were paid.
Interesting. I remember a book a while back " Places Rated Almanac" that ranked cities based on specific criteria. I remember there was a weighted version so that you could put more weight on what mattered to you the most, e.g., if you were childless then availability of day care services would not much matter to you. Would be nice to have some similar way of ranking companies/jobs based on your preferences.Choppy said:I think often people tend to fixate on salary sometimes. And though that's not necessarily a bad thing, but there are many things beyond salary that contribute to general satisfaction (or lack thereof) with one's employment. Other factors to consider include:
There are a lot of reasons why someone may be happy with a lower-than-market-value salary.
- The general locale. Where will you be based and does that jive with other dimensions of your life? Not only does this include things like access to the activities you like, but it includes aspects of the two-body or N-body problems (will your spouse/partner be able to work in the same place, schools for children, neighbourhood, etc.)
- Cost of living. Related to the above, but it's something that people rarely seem to talk about. What's the housing market like? Local taxes? How much do groceries and utilities cost?
- Vacation time. This includes both the number of days vacation you earn and flexibility in choosing when you can take them. Also, what are your responsibilities/expectations (if any) while you're on vacation?
- Flexibility with respect to work-life balance. How easily can you flex your time to attend medical appointments, or pick up your kids from school? Can you take a personal day when you need one?
- Commuting time and other commuting related costs (fuel, vehicle maintenance, collision probability, stress, accessibility of public transit, etc.)
- The people you work with.
- Stresses associated with the work. In the position, is your authority commensurate with your responsibility?
- Benefits. What does the health plan look like? Dental plan? Pension and/or structured retirement investment strategy? Is there a professional allowance and/or a travel allowance and what can it be spent on?
Job satisfaction is influenced by a variety of factors, including the work itself, relationships with colleagues and supervisors, opportunities for growth and development, work-life balance, and company culture.
While salary is an important factor in overall job satisfaction, it is not the only factor. Studies have shown that employees who are satisfied with their jobs tend to be more engaged, productive, and loyal to their company, which can ultimately lead to higher levels of success and job satisfaction in the long run.
Employers can improve job satisfaction by creating a positive work environment, providing opportunities for growth and development, offering competitive benefits, promoting work-life balance, and fostering open communication and recognition for employees.
Yes, job satisfaction can be measured through various methods such as surveys, interviews, and performance evaluations. These measures can provide valuable insights into the overall satisfaction levels of employees and help identify areas for improvement.
Yes, job satisfaction can change over time as employees' needs and priorities may shift. It is important for employers to regularly assess and address job satisfaction to ensure the overall well-being and success of their employees.