On Mon, Feb 28, 2011 at 9:15 AM, Wojtek S <wsoko52 at gmail.com> wrote:
> [WS:] Interesting. But in the example that you quote the problem
> seems to lie not with pay based on one's "merits" or performance, but
> in including in the definition of performance factors that are outside
> the control of the employee. This is analogous to, say, defining
> teacher's merits by the achievements (no matter how measured) of
> his/her students. Obviously, many critical factors that affect
> student's performance, such as motivation, availability for
> instruction, background knowledge or cognitive ability are not
> controlled by the teacher. So the problem is not that pay is linked
> to merits, which would be difficult to argue against, but how merits
> are defined.
>
> Wojtek
>
>
> On Mon, Feb 28, 2011 at 12:33 AM, michael perelman
> <michael.perelman3 at gmail.com> wrote:
>> One of the knocks on collective bargaining is that employers should be able
>> to pay people what they are worth. An interesting example of this
>> phenomenon came in the realm of professional football. In January 2011, Pro
>> Bowl cornerback Nnamdi Asomugha's contract was voided because his contract
>> included a little-known clause allowed the team to void his contract if he
>> didn't achieve his not-likely-to-be-earned incentives in 2010 -- and he
>> didn't. One reason for his failure to earn his incentives was that he was
>> so effective that quarterbacks would not to pass to someone near him.
>> Consequently, he did not have any interceptions.
>> --
>> Michael Perelman
>> Economics Department
>> California State University
>> Chico, CA
>> 95929
>>
>> mperelman at csuchico.edu
>>
>> 530 898 5321
>> fax 530 898 5901
>> http://michaelperelman.wordpress.com
>> ___________________________________
>> http://mailman.lbo-talk.org/mailman/listinfo/lbo-talk
>>
>
> ___________________________________
> http://mailman.lbo-talk.org/mailman/listinfo/lbo-talk
>
-- Michael Perelman Economics Department California State University Chico, CA 95929
530 898 5321 fax 530 898 5901 http://michaelperelman.wordpress.com