Jake Rosenfeld
speaker
64 appearances
1 recordings
1 series
first heard Mar 2022
last heard Mar 2022
Jake Rosenfeld’s voice in public audio — every appearance, attributed to the second.
Trend
recordings per month · last 12 monthsNo recordings in the last 12 months.Older appearances are listed below; set an alert to hear about the next one.
Appearances
It's my pleasure.
Sure.
It's a kind of great question with a lengthy answer, but I'll try to keep it short.
It is true.
When you survey U.S.
workers and ask them what the core determinants of their pay are, the vast majority of workers point to their individual performance, the belief that the number of their paycheck is a reflection of their performance on the job.
But in the kind of messy real world of labor markets, that relationship between individual pay and performance really breaks down in fundamental ways for a number of reasons.
One of them is measurement problems.
For a lot of jobs out there, it's very difficult to measure one's individual performance.
And so I often ask this to audiences in terms of their jobs.
Is there a widely agreed upon metric that captures one's performance or productivity?
You know, the difficulty of measuring one's individual contribution to your workplace is especially acute, I would say, in the kind of knowledge worker jobs that have really expanded over the past decades.
There's one kind of key reason why these models prove not as durable as I think many kind of management consultants, business school professors might have believed.
And that has to do with a kind of deeply rooted psychological tendency, which I think probably has some evolutionary benefits.
But it's the fact that most of us think we're very good at our jobs.
And so I also ask audiences, you know, how would you rank yourself?
How would you rank your performance vis-a-vis your peers, vis-a-vis the people in the cubicles next to you or vis-a-vis the people on the Zoom screen next to you now?
And the vast majority of us tend to think we're well above average.
And so once you start trying to kind of distill one's individual performance and peg pay and differentiate pay based on it, you get some upset workers.
Yeah, I think so.
Showing 1–20 of 64 · page 1 of 4
Next →