Why is the boss unwilling to disclose his salary?

Revealing or not revealing salary is the boss's psychological use of several psychological effects. Everything has advantages and disadvantages. The salary system has been set as the standard, but some companies are not transparent, especially in the construction industry under the contract system. There is no fixed wage standard after most subcontracting, and any possible situation exists.

The following are some related psychological terms that happen around us migrant workers:

Conformity psychology: the salary is almost the same, and everyone who talks about overwork is a fool. The same is true when the boss is present, and he does things according to his own conscience when he is not present. Overworked people crowded together.

Showing off wealth psychology: One day, one person took 300 yuan's salary, and the other took 200 yuan, all of which were coolies, laughing that person to death and finally hitting the boss. In the future, wages will only rise and not fall.

Family psychology: I don't know whether to be a virtuous person or a relative. The boss's relatives can't help it. Those who command skilled workers blindly and earn more than skilled workers will go on strike if they don't hate them. They can eat and meddle, even more fierce than dogs.

Curiosity: the project needs to be completed urgently, and the boss is eager to recruit people, but it is extremely difficult to recruit them. The new workers are well paid and unskilled. The boss specially told the new workers that the salary was high but not as good as the old workers, so the new workers worked hard and the old workers felt strange. According to common sense, they will ask the old workers about their normal wages before entering the stadium, so the old workers are particularly curious and want to find out, while the new workers remain silent and are unwilling to explore again.

Jealousy: that worker's salary is high, which has nearly doubled. Try to squeeze in as much as possible, at least do less yourself, and let that person share some work tasks, so that his heart will be more balanced.

Label effect: that person is honest and works hard with a few compliments. The salary is almost the same. Wearing a top hat really works.

Authority effect: the foreman is an old engineer, but unfortunately the technology is backward, but the boss recognizes it. He looked down on us young technicians and saw that his salary was so high. He knew he was making a mistake, but he did it anyway, and rework won't come to us. He has the support of authority figures.

Effect theorem: anyway, the salary is the same, more output and less effect, steal a lazy brush and play with your mobile phone for a while.

Loss theorem: I am so good at technology, but my salary is the same as that of poor technology. This is a loss.

As can be seen from the above, the advantages of opaque wages outweigh the disadvantages, but physical problems should be analyzed in detail and mastered flexibly.

For a fixed, transparent salary standard based on promotion, it is the best policy to avoid talking or speculating, reduce bad mood and encourage the effect of competition, but compared with the bad effect, the advantages outweigh the disadvantages.

If the salary standard is opaque, it depends on the wisdom of the boss. We should help soldiers, long-term workers and old employees flexibly and strive for more benefits as far as possible. Temporary workers will get higher wages in an emergency. The boss will explain to the employees that it is difficult to recruit people for the project, but they have no choice. Old employees will understand.

In short, for enterprises and small bosses, salary is a sword. Try in many ways and use it flexibly. If you can't use it, you will hurt yourself.