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A leader who says, “People are our greatest asset,” and then cuts their development budget without a single conversation about it.

With the OASDI surplus gone, the federal government will have to offset it with increased revenue by raising payroll taxes (unlikely), cut spending on other government programs (difficult) or borrowing more from the public (likely).

As you are reading about our research, we suggest you keep in mind these questions that can lead to a better understanding of prevalent pay equity challenges: Does pay inequity stem from managers simply complying with productivity and organizational goals to cut costs?

The old approach — annual reviews and fixed pay scales — just doesn’t cut it anymore.

Blending Incentives and Recognition In practice, the distinction between incentives or financial rewards and recognition or non- financial rewards may not always be clear-cut.

This can involve providing benefits that help to extend the purchasing power of their employees’ wages, such as providing loans for season tickets for mass transit or bikes to cut their transportation costs.

Similarly, according to the “MetLife Employee Benefit Trends Survey” (2018) of more than 2,000 employees throughout the United States, around 75% of employees reported that a customized benefits package, even at the cost of a slight pay cut, would increase their commitment and loyalty to the organization.

The Tax Cuts and Jobs Act of 2017 and the Gig Economy: Why the Employee vs.

“Cuts and Bruises Caused by Arrows, Sticks and Stones in Academia: Theorizing Three Types of Racist and Homophobic Bullying in Adult and Higher Education.”

You only lost six, cutting the turnover rate to 20%.