It is the issue of justice that infuriates people. If employees think they are facing a problem, they may not do well. There are to try, conducted by primatologists at Emory University Sarah Brosnan and Frans de Waal. Two capuchin monkeys are completing a similar task, earning the same prize — a piece of cucumber. But later, another monkey is given a very sweet grape. The other monkey sees it and leans over, but when he passes another cucumber. he goes berserk, cuts the cucumber into a cage, and refuses to continue its work.
The same irritability occurs when a child is given half a cake, only to see his brother get one. And no matter how old we are, we cannot stop our brains from exploding when we see that we have been treated unfairly. But instead of getting angry, we retaliate in other ways.
At work, that may mean giving up. De Vesine was not alone. “Google goes on to say that it’s difficult, and I think you can make the numbers say both,” he says. But it seems to be higher than usual and much older than what I have ever seen and gone, and I have seen the continuation.
Even if people do not stop, they can still rebel in various ways. Brian Kropp, chief of HR research at Gartner’s company, says: “If you feel that your employer is harassing you, it’s normal for people not to work hard. There is a change of mind, he explains, if people feel they are not being paid fairly for their contributions, then why should they give more, or not? “Perhaps worse than departing,” he says, “she simply gives up.”
A learning researchers at Columbia University found that workers reduced their work productivity by 52 percent after realizing that their colleagues were being overpaid. They also had a 13.5 percent lower rate of visibility (compared to 94 percent of attendees). As a result, even when employees are reduced pay less, they are more likely to respond by working harder by half.
The biggest disadvantage of this is the claims of companies that reduce these tariffs. Kendra, a technical writer at Google’s Seattle campus, observed firsthand how the company’s work ethic has changed. He says: “I have spoken to many different people who have just left the company because they are not aware of the potential for growth in our organization.
Kendra has decided to return to the office, instead of cutting the equivalent of losing her recent paycheck which took her years to earn. “But I also have a manager who is incredibly flexible,” he says. His boss has already told him that he will not have to come to the office three days a week. But what if it was not appropriate? He says: “I think it would have taken a lot of time for me to act. In short, he could have quit for a year.