Fairness
Sumber gambar: thefreedictionary.com
Oleh Dr. Beni Bevly
Fairness sering kali diukur dengan posisi seorang karyawan dan berapa besar pendapatan yang mereka terima. Semenjak krisis ekonomi di Tanah Seberang terungkap betapa besarnya pendapatan para CEO perusahaan besar. Hal ini menyebabkan Presiden baru Barak Obama turun tangan dan membatasi pendapatan mereka. Apakah pembatasan terhadap pendapatan para CEO yang dilakukan oleh Obama fair? Bagaimana mengukur fairness pendapatan dalam suatu perusahaan?
Ketika saya memulai karir professional di Tanah Seberang sepuluh tahun yang lalu, gaji pertama yang saya terima sekitar $9,5 per jam. Angka ini lebih tinggi dari pada gaji minimum di Kalifornia pada saat itu, yaitu $5,75/jam (kini $8/jam di Kalifornia dan $6,55 di tingkat Federal atau nasional. Ketika mencapai posisi manager gaji saya sekitar tiga kali lipat dari gaji bawahan saya yang paling rendah.
Di perusahaan lain di Tanah Seberang, gaji CEO perusahaan raksasa ternyata bisa mencapai ribuan kali lipat dari gaji karywan terbawahnya. Contohnya Richard Syron, Chairman dan Chief Executive Freddie Mac, mengantongi hampir $19,8, Joe Cassano dari American International Group, Inc (AIG) berpendapatan $35 juta per tahun dan Richard Fuld, CEO Lehman Brothers, menerima hampir $500 juta sejak tahun 2000. Sedangkan secara umum, karyawan level bawah di AS hanya menerima belasan sampai dua puluhan ribu dolar per tahun.
Jelas banyak pihak yang melihat hal ini tidak fair, termasuk President Barack Obama. Maka pada bulan February lalu Obama membatasi pendapatan CEO tidak lebih dari $500.000 per tahun. Angka ini masih lebih tinggi dari berpendapatannya sendiri, yaitu $400,000 per tahun.
Walupun demikian, setelah menerima $170 miliar dana bailout, tetap saja AIG memberikan bonus total $165 juta kepada eksekutifnya pada pertengahan bulan Maret ini. Bonus yang mengcover 400 karyawan berkisar antara $1000 sampai $6,5 juta. Tujuh eksekutif di financial products unit akan menerima lebih dari $3 juta.
Dari segi pendapatan, secara kelas sosial, masyarakat di Tanah Seberang bisa diklasifikasikan sebagai berikut:
Pertama, the super-rich (0.9%) dan the Rich (5%). Kelompok multi-millionaire ini ber pendapatan melebihi $350.000 per tahun. Mereka memiliki kekayaan bersih di atas $1.000.000. Golongan ini termasuk para selebriti, ditambah politisi tingkat atas, dan executive di perusahaan besar yang umumnya lulusan Ivy Leaque.
Kedua, middle class (46%). Mereka berpendidikan college dengan pendapatan yang diperkiran cukup tinggi, yaitu sekitar $75,000 (pria) dan $40,000 (wanita) per tahun.
Ketiga, working class (40% – 45%). Kelompok ini terdiri dari pekerja kasar (blue collar workers). Pendapatan mereka sekitar $40,000 (pria) dan $26,000 (wanita) per tahun. Umumnya mereka adalah lulusan sekeloh menengah atas.
Keempat, the poor (12%). Golongan ini hidup di bawah garis kemiskinan. Pendapatan mereka sekitar $18,000 per tahun per keluarga.
Dari sudut hubungannya dengan pendidikan, pendapatan median per tahun seseorang yang berusia 25 tahun ke atas terlihat: Lulusan sekolah menengah atas berpendapatan $25.505, gelar sarjana $43.143, gelar master $52.390, dan gelar doctoral $70.853.
Melihat kanyataan distribusi pendapatan yang berbeda seperti diterangkan di atas, maka fairness menjadi semakin kompleks untuk dirumuskan. Apakah kita harus berpatokan pada rata-rata pendapatan mayoritas penduduk di suatu tempat, kelas sosial, pendidikan, jabatan atau prestasi, atau gabungan?
Untuk memahami fairness, agaknya Equity Theory of Motivation – yang menerangkan bagaima orang berjuang mencapai fairness dan keadilan dalam interaksi sosial atau hubungan give-and-take – bisa dijadikan salah satu rujukan.
Dua komponen utama yang terlibat dalam interaksi dengan karyawan adalah input dan outcome. Input karyawan – yang tentu saja sang karyawan mengharapkan balasan – termasuk pendidikan, pengalaman, keahlian dan usaha. Di pihak lain, perusahaan atau pihak yang mempekerjakan menyediakan outcomes, seperti gaji, benefit dan penghargaan.
Selain memperhatikan input dan outcome, karyawan juga melihat apakah give-and-take mereka fair. Umumnya karyawan membuat perbandingan persamaan sebagai berikut:
Pertama, karyawan membandingkan diri mereka dengan orang lain, termasuk di perusahaan di mana ia bekerja dan di luar dengan orang yang jenis pekerjaannya serupa.
Kedua, mereka membandingkan dengan dirinya sendiri dari waktu-kewaktu dan membadingkan dengan idealnya seorang karyawan.
Ketiga, karyawan membandingkan dengan system, yaitu berdasarkan apa yang mereka terima dan berikan secara individu dengan yang dilakukan perusahaan.
Kebanyak karyawan cenderung membandingkan diri mereka dengan karyawan lain yang serupa, seperti orang yang melakukan pekerjaan yang sama, kesamaan jender dan level pendidikan. Dalam perbandingan itu, terdapat tiga jenis hubungan kesetaraan atau equality relationship: equity, negative inequity dan positive inequity.
Equity terjadi pada seseorang ketika rasio dari outcome dan input yang dipersepsikan adalah setara dengan outcome dan input dari rekan kerjanya yang relevan. Contoh: dirinya bekerja satu jam dan menghasilakan $6 dibandingkan rekan kerjanya bekerja 2 jam dan menghasilkan $12. Prinsipnya mereka masing-masing menghasilakan $6 dengan bekerja selama satu jam.
Negative inequity. Jika karyawan lain menikmati lebih besar outcome dari input yang serupa dari dirinya. Kembali kecontoh jam kerja. Dirinya bekerja satu jam dan menghasilakan $6 dibandingkan rekan kerjanya bekerja 1 jam dan menghasilkan $12. Dirinya hanya menerima $6 dan rekannya menerima $12 untuk waktu kerja yang sama.
Positive inequity. Jika dirinya menikmati lebih besar outcome dari input yang serupa dari karyawan lain. Jika dirinya bekerja satu jam dan menghasilkan $12 dibandingkan rekan kerjanya bekerja 1 jam dan menghasilkan $6. Dirinya menerima lebih besar dari rekannya, yaitu $12 dan rekannya hanya menerima $6 untuk waktu kerja yang sama.
Dengan Theory Equity of Motivation ini, walaupun bukan merupakan perbandingan yang sepenuhnya setara, kita bisa lihat apakah fair jika seorang CEO yang mengatur puluhan ribu karyawan menerima gaji $35 juta per tahun dibandingkan dengan President di Tanah Seberang yang mengatur ratusan juta rakyatnya menerima gaji $400 ribu? Atau anda bisa membandingkan diri anda atau bawahan anda dengan pihak yang setara.
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Beni Bevly adalah penulis buku Managing For Profit Organizations in the Flatter World. Ia bisa dijumpai di www.overseasthinktankforindonesia.com. Artikel ini diterbitkan oleh majalah DUIT!
The good measure of fairness in salary are not balance any more, the good old days rules had been abundant by small group greedy speculators not only speculate stocks, commodities, but cheat us in big time, using complex and fuzzy math to calculate risks in spreading bogus securities throughout the world to cause this financial meltdown.
Once should learn from Japanese CEO, that their average salary only about 20 times of lowest employee’s salary. Look at Wall Street AIG still giving bonus to their top employees despite getting bail out, and bleeding debts using bogus reason its obligation to its contract, mean while many in Wall Street calling GM bankruptcy to void all its union contacts is the scenario to survive, why not it is the best scenario for AIG for fairness? After all tax payers had given more money that it’s worth.
Fairness, where fairness is hiding, is there still fairness in pay? If there is fairness in salary based on qualification, effectiveness and result, not based on manipulation, speculation and collusion, then the economy will recover faster and more robust. Everyone will enjoy better life and those on top will feel safer too. Isn’t it fairness in salary better for all?
Chen Hudiono
9 Apr 09 at 9:05 pm
Thank you for the comment, Chen. It seems the hypothesis that people are greedy is proven in this case. Thinkers from capitalist system such as Adam Smith knew about this. However he believed free market will control the greediness and put economic system in order. In other words, demands and supplies will always find the natural equilibrium.
On the other hand, people often forget that in capitalism, some people always find the unfairness way to accumulate wealth by manipulating the system including using loop holes.
With this situation and many others, I contemplate and find out that moral plays a big in all situations.
Beni Bevly
10 Apr 09 at 9:40 am
I think fairness also related to the life needs. The very basic for fairness, if the salary obtained is enough to fulfill the standard life needs according to particular region.
tikno
17 Apr 09 at 1:32 pm
banyak pekerja hotel asal Indonesia yang dibayar $2.9 dollar per jam di Karibia
devari
18 Apr 09 at 7:40 am
Devi, Devari dan Tikno, hampir setiap jenis kasus mempunyai pengecualian.
Penerapan sistem penggajian di AS secara umum boleh dikatakan cukup fair, tetapi karena beberapa perusahaan raksasa yang berbuat lain, maka mereka merubah persepsi banyak orang. Kenyataannya, juga ada CEO di perusahaan besar yang besar gajinya kurang dari pada manajer di bawah mereka, seperti CEO Zappos, Tony Hsieh yang gajinya hanya $36,000 per tahun dan ada CEO yang memilih untuk tidak menerima gaji dan bonus seperti CEO Fannie Mae yang baru, Herb Allison.
Sama halnya dengan tinggal di apartement. Secara umum apartement di AS digolongkan sebagai tempat tinggal yang sederhana, tetapi di sini juga banyak apartement yang mewah dan mahal.
Terima kasih telah berkunjung dan berkomentar.
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