Pay Structure Quotes

Firms don't just try to pay as little as possible to get the needed bodies on board; when there is unemployment, they ask themselves how wage cuts would affect the behavior of the employees. Would they quit or feel dissatisfied and work less hard on the firm's behalf if they feel that wage policies are unfair?

Compensation needs to be predominately performance-driven. If CEO compensation was performance-driven, which I believe it was in IBM's case, nobody would ever argue. If the shareholders didn't make billions and billions of dollars, I wouldn't make millions of dollars.

Keep salaries low and equity high. Keep the organization as flat as you can.

My question becomes, 'If we want to empower people with higher pay, there are probably better ways to do it that are more enduring than simply a federal mandate on wage level.'

I do get paid well as an MMA fighter, but this isn't boxing and I feel like we should get paid like this is boxing.

We took the position we wanted our people to be better than minimum wage, so we're going to pay better than minimum wage, and we still do that.

I never wanted to get paid by the hour. If I was going to do more work than another guy, I wanted to get paid more.

A network marketing business is based upon the leaders pulling people up, while a traditional corporate or government business is based upon only promoting a few and keeping the masses of employees content with a steady paycheck.

I believe in pay for performance.

When management owns stock, then rewarding the shareholders becomes a first priority, whereas when management simply collects a paycheck, then increasing salaries becomes a first priority.

No one is mandating merit pay.

Salaries and wages must reflect the reality of the enterprise's economic performance; deviations from the planned performance should be reflected in pay.

The only way to earn what you're really worth is to get paid based on your results.

One simple step firms can take is make sure that people that are getting paid a lot of money, say more than a million or two, that a big chunk of that money is deferred. That's going to change the whole ballgame.

With respect to teachers' salaries .... Poor teachers are grossly overpaid and good teachers grossly underpaid. Salary schedules tend to be uniform and determined far more by seniority.

When I arrived at IBM, there were 'Team' signs all around. I asked, 'How do people get paid?' They told me, 'We pay people based on individual performance.'

If just the presence of Tidal causes other companies to have better pay structure or to pay more attention to it moving forward, then we've been successful in one way. So we don't really view them as competitors. As the tide rises, all the boats rise.