Journal of Business Ethics 160 (1):89-105 (2019)

Authors
Dominic Martin
Université du Québec à Montréal
Abstract
This paper investigates a series of normative principles that are used to justify different aspects of executive compensation within business firms, as well as the remuneration of lower-ranking employees. We look at how businesses perform pay benchmarking; employees’ engagement, fidelity and loyalty ; and the acceptability of what we call both-ends-dipping, that is, receiving both ex ante and ex post benefits for the same work. We make two observations. First, either different or incoherent principles are used to justify the pay of executives compared to employees, or the same principles are applied differently. Second, these differences or inconsistencies tend to be to the benefit of executives and/or to the detriment of employees. We conclude by asking whether there is any reason for thinking differently about executive pay than we do about employee pay. Our analysis leads us to question the principles justifying current executive compensation and to wonder if these principles are potentially being instrumentalized to serve other ends.
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DOI 10.1007/s10551-018-3786-5
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References found in this work BETA

Anarchy, State, and Utopia.Robert Nozick - 1974 - Philosophy 52 (199):102-105.
Moral Relativism Defended.Gilbert Harman - 1975 - Philosophical Review 84 (1):3-22.
Do CEOs Get Paid Too Much?Jeffrey Moriarty - 2005 - Business Ethics Quarterly 15 (2):257-281.
Index.John Tomasi - 2012 - In Free Market Fairness. Princeton University Press. pp. 333-350.

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