TEDxUniversityofNevada
David Burkus: Why you should know how much your coworkers get paid
David Burkus: Zašto bi trebali znati koliko vaši kolege zarađuju
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Kolika vam je plaća? Koliko je to u odnosu na ono što vaši kolege zarađuju? Te stvari bi i vi, i vaši kolege trebali znati, napominje istraživač iz polja menadžmenta, David Burkus. U ovom govoru, Burkus preispituje naše kulturološke pretpostavke o tajenju koliko zarađujemo, i jakim argumentom iznosi kako dijeljenje te informacije može doprinijeti zaposlenicima, organizacijama, i društvu.
David Burkus - Management researcher
David Burkus challenges the traditional and widely accepted principles of business management. Full bio
David Burkus challenges the traditional and widely accepted principles of business management. Full bio
Double-click the English transcript below to play the video.
00:13
How much do you get paid?
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Kolika vam je plaća?
00:15
Don't answer that out loud.
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Nemojte glasno odgovoriti.
00:17
But put a number in your head.
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Ali stavite brojku u svojoj glavi.
00:20
Now: How much do you think the person
sitting next to you gets paid?
sitting next to you gets paid?
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Sada: Što mislite, koliko osoba
pored vas zarađuje?
pored vas zarađuje?
00:25
Again, don't answer out loud.
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Ponovno, nemojte glasno odgovoriti.
00:27
(Laughter)
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(Smijeh)
00:29
At work, how much do you think
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Na poslu, koliko mislite
00:31
the person sitting in the cubicle
or the desk next to you gets paid?
or the desk next to you gets paid?
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osoba koja sjedi kraj vas zarađuje?
00:35
Do you know?
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Znate li?
00:36
Should you know?
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Biste li trebali znati?
00:38
Notice, it's a little uncomfortable for me
to even ask you those questions.
to even ask you those questions.
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Ako primjetite, malo mi je neugodno
postaviti vam ova pitanja.
postaviti vam ova pitanja.
00:42
But admit it -- you kind of want to know.
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Ali priznajte --
u neku ruku želite znati.
u neku ruku želite znati.
00:46
Most of us are uncomfortable with the idea
of broadcasting our salary.
of broadcasting our salary.
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Većini nas nije ugodno razmišljati
o iznošenju naše plaće.
o iznošenju naše plaće.
00:50
We're not supposed to tell our neighbors,
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Ne bismo trebali to reći našim susjedima,
00:52
and we're definitely not supposed
to tell our office neighbors.
to tell our office neighbors.
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i definitivno ne bismo to trebali reći
našim susjedima na poslu.
našim susjedima na poslu.
00:55
The assumed reason is that if everybody
knew what everybody got paid,
knew what everybody got paid,
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Pretpostavka je da kada bi svi znali
koliko svatko zarađuje,
koliko svatko zarađuje,
00:59
then all hell would break loose.
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izbio bi kaos.
01:01
There'd be arguments, there'd be fights,
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Uslijedile bi prepirke, svađe,
01:03
there might even be a few people who quit.
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čak bi bilo i ljudi koji bi dali ostavku.
01:05
But what if secrecy is actually
the reason for all that strife?
the reason for all that strife?
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Ali, što ako je tajnovitost zapravo
razlog svoj toj svađi?
razlog svoj toj svađi?
01:09
And what would happen
if we removed that secrecy?
if we removed that secrecy?
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I što bi se dogodilo kada bi
uklonili tu tajnovitost?
uklonili tu tajnovitost?
01:12
What if openness actually increased
the sense of fairness and collaboration
the sense of fairness and collaboration
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Što ako otvorenost uveća
osjećaj pravde i suradnje
osjećaj pravde i suradnje
01:16
inside a company?
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u organizaciji?
01:17
What would happen if we had
total pay transparency?
total pay transparency?
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Što bi se dogodilo kada bi plaće bile
totalno transparentne?
totalno transparentne?
01:22
For the past several years,
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Posljednjih nekoliko godina,
01:23
I've been studying the corporate
and entrepreneurial leaders
and entrepreneurial leaders
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proučavao sam korporativne i
poduzetničke vođe
poduzetničke vođe
01:26
who question the conventional wisdom
about how to run a company.
about how to run a company.
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koji preispituju konvencionalne mudrosti
o tome kako voditi tvrtku.
o tome kako voditi tvrtku.
01:30
And the question of pay keeps coming up.
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I pitanje plaće se stalno pojavljuje.
01:33
And the answers keep surprising.
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I odgovori iznenađuju.
01:36
It turns out that pay transparency --
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Ispostavlja se kako
transparentnost plaća --
transparentnost plaća --
01:38
sharing salaries openly
across a company --
across a company --
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otvorenost o plaćama u cijeloj tvrtki --
01:40
makes for a better workplace
for both the employee
for both the employee
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doprinosi boljem radnom mjestu
za zaposlenike
za zaposlenike
01:43
and for the organization.
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i za tvrtku.
01:45
When people don't know how their pay
compares to their peers',
compares to their peers',
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Kada ljudi ne znaju koliko zarađuju
u odnosu na kolege,
u odnosu na kolege,
01:48
they're more likely to feel underpaid
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veća je vjerojatnost da se osjećaju
potplaćenima
potplaćenima
01:50
and maybe even discriminated against.
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i čak kao žrtve diskriminacije.
01:52
Do you want to work at a place
that tolerates the idea
that tolerates the idea
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Želite li raditi u tvrtki koja
odobrava ideju
odobrava ideju
01:55
that you feel underpaid
or discriminated against?
or discriminated against?
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da se osjećate potplaćeno ili
diskriminirano?
diskriminirano?
01:58
But keeping salaries secret
does exactly that,
does exactly that,
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A držanje plaća u tajnovitosi
doprinosi upravo tome,
doprinosi upravo tome,
02:01
and it's a practice
as old as it is common,
as old as it is common,
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i ta praksa je stara koliko je i
učestala,
učestala,
02:04
despite the fact
that in the United States,
that in the United States,
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unatoč činjenici kako u
Sjedinjenim Državama
Sjedinjenim Državama
02:06
the law protects an employee's right
to discuss their pay.
to discuss their pay.
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zakon stoji na strani zaposlenika
kada pričaju o plaći.
kada pričaju o plaći.
02:11
In one famous example from decades ago,
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U jednom poznatom primjeru od prije
nekoliko desetljeća,
nekoliko desetljeća,
02:13
the management of Vanity Fair magazine
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menadžment Vanity Fair časopisa
02:16
actually circulated a memo entitled:
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je cirkulirao memo poruku naslovljenu:
02:18
"Forbidding Discussion Among
Employees of Salary Received."
Employees of Salary Received."
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"Zabranjen Razgovor O Primljenoj Plaći
Među Zaposlenicima."
Među Zaposlenicima."
02:21
"Forbidding" discussion among
employees of salary received.
employees of salary received.
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"Zabranjen" razgovor o primljenoj plaći
među zaposlenicima.
među zaposlenicima.
02:25
Now that memo didn't sit well
with everybody.
with everybody.
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Taj memorandum nisu svi dobro primili.
02:27
New York literary figures
Dorothy Parker,
Dorothy Parker,
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Književni likovi New York-a,
Dorothy Parker,
Dorothy Parker,
02:29
Robert Benchley and Robert Sherwood,
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Robert Benchley i Robert Sherwood,
02:31
all writers in the Algonquin Round Table,
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svi pisci za Okrugli Stol Algonquin-a,
02:33
decided to stand up for transparency
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su odlučili založiti se za transparentnost
02:35
and showed up for work the next day
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i pojavili se idući dan na poslu
02:37
with their salary written on signs
hanging from their neck.
hanging from their neck.
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noseći oko vrata znak sa ispisanom plaćom.
02:40
(Laughter)
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(Smijeh)
02:42
Imagine showing up for work
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Zamislite da se pojavite na poslu
02:44
with your salary just written
across your chest for all to see.
across your chest for all to see.
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sa svojom plaćom ispisanom preko
prsa kako bi svi vidjeli.
prsa kako bi svi vidjeli.
02:49
But why would a company even want
to discourage salary discussions?
to discourage salary discussions?
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Ali zašto bi tvrtka željela
obeshrabriti razgovore o plaćama?
obeshrabriti razgovore o plaćama?
02:52
Why do some people go along with it,
while others revolt against it?
while others revolt against it?
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Zašto neki ljudi to prihvate,
dok se drugi bune protiv toga?
dok se drugi bune protiv toga?
02:57
It turns out that in addition
to the assumed reasons,
to the assumed reasons,
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Ispostavlja se da, unatoč pretpostavkama,
03:00
pay secrecy is actually a way
to save a lot of money.
to save a lot of money.
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tajnovitost plaća doprinosi velikim
uštedama novca.
uštedama novca.
03:04
You see, keeping salaries secret
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Vidite, držanje plaća u tajnosti
03:06
leads to what economists call
"information asymmetry."
"information asymmetry."
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dovodi do nečega što ekonomisti nazivaju
"asimetričnost informacija."
"asimetričnost informacija."
03:09
This is a situation where,
in a negotiation,
in a negotiation,
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To je situacija gdje,
prilikom pregovora,
prilikom pregovora,
03:11
one party has loads more
information than the other.
information than the other.
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jedna strana ima puno više informacija
nego druga strana.
nego druga strana.
03:14
And in hiring or promotion
or annual raise discussions,
or annual raise discussions,
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A kod zapošljavanja ili promocije
ili razgovora o povišici,
ili razgovora o povišici,
03:18
an employer can use that secrecy
to save a lot of money.
to save a lot of money.
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poslodavac može koristiti tu tajnovitost
kako bi uštedio puno novca.
kako bi uštedio puno novca.
03:22
Imagine how much better
you could negotiate for a raise
you could negotiate for a raise
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Zamislite koliko bolje bi mogli
pregovarati o povišici
pregovarati o povišici
03:25
if you knew everybody's salary.
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kada bi znali svačiju plaću.
03:29
Economists warn that information asymmetry
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Ekonomisti upozoravaju kako
asimetričnost informacija
asimetričnost informacija
03:32
can cause markets to go awry.
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može doprinijeti lošem tržištu.
03:33
Someone leaves a pay stub on the copier,
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Netko ostavi ispis plaća na kopirki
03:35
and suddenly everybody
is shouting at each other.
is shouting at each other.
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i odjednom svi viču jedni na druge.
03:38
In fact, they even warn
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Zapravo, oni upozoravaju
03:40
that information asymmetry
can lead to a total market failure.
can lead to a total market failure.
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kako asimetričnost informacija može
dovesti do potpunog sloma tržišta.
dovesti do potpunog sloma tržišta.
03:46
And I think we're almost there.
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I mislim kako smo gotovo tamo.
03:48
Here's why:
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Evo zašto:
03:49
first, most employees have no idea
how their pay compares to their peers'.
how their pay compares to their peers'.
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prvo, većina zaposlenika ne zna kakva je
njihova plaća u odnosu na plaće kolega.
njihova plaća u odnosu na plaće kolega.
03:54
In a 2015 survey of 70,000 employees,
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U istraživanju iz 2015. godine, na 70,000
zaposlenika,
zaposlenika,
03:58
two-thirds of everyone who is paid
at the market rate
at the market rate
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dvije trećine svih koji su plaćeni
po stopama tržišta
po stopama tržišta
04:02
said that they felt they were underpaid.
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se osjećaju potplaćenima.
04:05
And of everybody who felt
that they were underpaid,
that they were underpaid,
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I od svih koji se osjećaju potplaćenima,
04:07
60 percent said
that they intended to quit,
that they intended to quit,
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60 posto njih je reklo kako namjeravaju
dati ostavku
dati ostavku
04:10
regardless of where they were --
underpaid, overpaid
underpaid, overpaid
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bez obzira na to gdje se nalaze --
potplaćeni, preplaćeni
potplaćeni, preplaćeni
04:13
or right at the market rate.
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ili plaćeni po stopi tržišta.
04:16
If you were part of this survey,
what would you say?
what would you say?
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Kada bi sudjelovali u tom istraživanju,
što biste rekli?
što biste rekli?
04:18
Are you underpaid?
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Jeste li potplaćeni?
04:19
Well, wait -- how do you even know,
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Čekajte -- kako možete to znati
04:22
because you're not allowed
to talk about it?
to talk about it?
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kada vam je zabranjeno pričati o tome?
04:24
Next, information asymmetry, pay secrecy,
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Iduće, asimetričnost informacija,
tajnovitost plaća,
tajnovitost plaća,
04:28
makes it easier to ignore
the discrimination
the discrimination
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lako vode do zapostavljanja
diskriminacije
diskriminacije
04:31
that's already present
in the market today.
in the market today.
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koja već danas postoji na tržištu.
04:34
In a 2011 report from the Institute
for Women's Policy Research,
for Women's Policy Research,
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U izvješću iz 2011. godine sa Instituta
za Istraživanje Ženskih Prava,
za Istraživanje Ženskih Prava,
04:37
the gender wage gap
between men and women
between men and women
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nesrazmjer u plaćama između
muškaraca i žena
muškaraca i žena
04:40
was 23 percent.
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je bio 23 posto.
04:42
This is where that 77 cents
on the dollar comes from.
on the dollar comes from.
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Tu proizlazi ta razlika od 77 centi
na dolar.
na dolar.
04:45
But in the Federal Government,
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Ali u Federalnoj Vladi,
04:47
where salaries are pinned
to certain levels
to certain levels
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gdje su plaće vezane uz određene
razrede
razrede
04:49
and everybody knows
what those levels are,
what those levels are,
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i svatko zna koji su to razredi,
04:51
the gender wage gap
shrinks to 11 percent --
shrinks to 11 percent --
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nesrazmjer u plaćama se smanji
na 11 posto --
na 11 posto --
04:53
and this is before controlling
for any of the factors
for any of the factors
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i to je prije kontroliranja
bilo kojeg od faktora
bilo kojeg od faktora
04:55
that economists argue over
whether or not to control for.
whether or not to control for.
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za koje ekonomisti raspravljaju da li
ih kontrolirati ili ne.
ih kontrolirati ili ne.
04:59
If we really want to close
the gender wage gap,
the gender wage gap,
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Ukoliko stvarno želimo ukinuti
nesrazmjer u plaćama,
nesrazmjer u plaćama,
05:01
maybe we should start
by opening up the payroll.
by opening up the payroll.
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možda bismo trebali objaviti ispis plaća.
05:04
If this is what total
market failure looks like,
market failure looks like,
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Ako ovako izgleda potpuni slom tržišta,
05:08
then openness remains
the only way to ensure fairness.
the only way to ensure fairness.
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onda otvorenost predstavlja jedini
način da se uspostavi pravednost.
način da se uspostavi pravednost.
05:12
Now, I realize that letting people
know what you make
know what you make
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Shvaćam kako davanjem ljudima do znanja
koliko zarađujete
koliko zarađujete
05:14
might feel uncomfortable,
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može biti neugodno,
05:16
but isn't it less uncomfortable
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no nije li manje neugodno
05:18
than always wondering
if you're being discriminated against,
if you're being discriminated against,
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nego se uvijek pitati da li ste
diskriminirani,
diskriminirani,
05:20
or if you wife or your daughter
or your sister is being paid unfairly?
or your sister is being paid unfairly?
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ili da li su vaša žena ili kćer ili
sestra nepravedno plaćene?
sestra nepravedno plaćene?
05:25
Openness remains the best way
to ensure fairness,
to ensure fairness,
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Otvorenost predstavlja najbolji način da
se osigura pravda
se osigura pravda
05:29
and pay transparency does that.
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i transparentnost plaća radi upravo to.
05:31
That's why entrepreneurial leaders
and corporate leaders
and corporate leaders
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Zato su korporativni i poduzetnički vođe
05:34
have been experimenting
with sharing salaries for years.
with sharing salaries for years.
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eksperimentirali godinama sa razgovorima
o plaćama.
o plaćama.
05:37
Like Dane Atkinson.
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Poput Dane Atkinson-a.
05:38
Dane is a serial entrepreneur
who started many companies
who started many companies
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Dane je serijski poduzetnik koji
je osnovao mnogo tvrtki
je osnovao mnogo tvrtki
05:42
in a pay secrecy condition
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gdje je plaća bila tajna
05:44
and even used that condition
to pay two equally qualified people
to pay two equally qualified people
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i čak je iskoristio tu situaciju kako
bi platio dvije jednako kvalificirane
bi platio dvije jednako kvalificirane
05:47
dramatically different salaries,
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osobe drastično različite plaće,
05:49
depending on how well
they could negotiate.
they could negotiate.
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ovisno kako dobro mogu pregovarati.
05:52
And Dane saw the strife
that happened as a result of this.
that happened as a result of this.
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I Dane je svjediočio svađi koja je
uslijedila kao rezultat toga.
uslijedila kao rezultat toga.
05:55
So when he started
his newest company, SumAll,
his newest company, SumAll,
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Stoga, kada je osnovao svoju najnoviju
tvrtku, SumAll,
tvrtku, SumAll,
05:58
he committed to salary transparency
from the beginning.
from the beginning.
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posvetio se transparentnosti plaća od
samog početka.
samog početka.
06:01
And the results have been amazing.
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I rezultati su bili nevjerojatni.
06:04
And in study after study,
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I u svakom istraživanju,
06:06
when people know
how they're being paid
how they're being paid
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kada ljudi znaju koliko su plaćeni,
06:07
and how that pay compares to their peers',
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i koliko je to u usporedbi sa kolegama,
06:10
they're more likely to work hard
to improve their performance,
to improve their performance,
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veća je vjerojatnost kako će marno raditi
kako bi se poboljšali,
kako bi se poboljšali,
06:12
more likely to be engaged,
and they're less likely to quit.
and they're less likely to quit.
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veća je vjerojatnost da su prisutni,
i manja šansa da daju ostavku.
i manja šansa da daju ostavku.
06:15
That's why Dane's not alone.
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I zato Dane nije sam.
06:17
From technology start-ups like Buffer,
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Od tehnoloških start-up-ova, poput
Buffer-a,
Buffer-a,
06:19
to the tens of thousands
of employees at Whole Foods,
of employees at Whole Foods,
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sve do desetaka tisuća zaposlenih
u Whole Foods-u,
u Whole Foods-u,
06:23
where not only is your salary
available for everyone to see,
available for everyone to see,
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gdje, ne samo da je vaša plaća poznata
svima,
svima,
06:26
but the performance data
for the store and for your department
for the store and for your department
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već i podaci o uspješnosti trgovine i
vašeg tima
vašeg tima
06:29
is available on the company intranet
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su dostupni na intranetu tvrtke
06:31
for all to see.
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svim zaposlenicima.
06:33
Now, pay transparency
takes a lot of forms.
takes a lot of forms.
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Transparentnost plaća može
poprimiti puno oblika.
poprimiti puno oblika.
06:36
It's not one size fits all.
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Jedna veličina ne odgovara svima.
06:38
Some post their salaries for all to see.
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Neki objave plaće kako bi ih svi vidjeli.
06:40
Some only keep it inside the company.
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Neki ih drže u sklopu tvrtke.
06:42
Some post the formula for calculating pay,
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Neki objave formule za izračun plaća,
06:45
and others post the pay levels
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dok drugi objave razrede plaća
06:47
and affix everybody to that level.
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i dodjele te razrede zaposlenicima.
06:49
So you don't have to make signs
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Stoga ne morate napraviti znakove
06:51
for all of your employees
to wear around the office.
to wear around the office.
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za sve zaposlenike da ih nose po uredu.
06:53
And you don't have to be
the only one wearing a sign
the only one wearing a sign
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I ne morate biti jedini koji nosi znak
06:56
that you made at home.
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koji ste izradili kod kuće.
06:58
But we can all take greater steps
towards pay transparency.
towards pay transparency.
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Ali, svi mi možemo doprinijeti
transparentnosti plaća.
transparentnosti plaća.
07:02
For those of you that have the authority
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Za sve vas koji imate autoritet
07:04
to move forward towards transparency:
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da krenete prema transparentnosti:
07:06
it's time to move forward.
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vrijeme je da se krene naprijed.
07:07
And for those of you
that don't have that authority:
that don't have that authority:
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I za sve vas koji nemate taj autoritet:
07:10
it's time to stand up for your right to.
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vrijeme je da se založite za pravo
da ga imate.
da ga imate.
07:13
So how much do you get paid?
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Koliko ste plaćeni?
07:16
And how does that compare
to the people you work with?
to the people you work with?
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I koliko je to u usporedbi sa ljudima
s kojima radite?
s kojima radite?
07:19
You should know.
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Trebali biste to znati.
07:21
And so should they.
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Jednako kao i oni.
07:23
Thank you.
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Hvala vam.
07:25
(Applause)
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(Pljesak)
ABOUT THE SPEAKER
David Burkus - Management researcherDavid Burkus challenges the traditional and widely accepted principles of business management.
Why you should listen
David Burkus is an author, podcaster and associate professor of management at Oral Roberts University. His latest book, Under New Management, challenges traditional principles of business management and argues that many of them are outdated, outmoded or simply don't work -- and reveals what does. He is also the author of The Myths of Creativity: The Truth About How Innovative Companies and People Generate Great Ideas.
Burkus is a regular contributor to Harvard Business Review and Inc. magazine. His work has been featured in Fast Company, the Financial Times, Bloomberg BusinessWeek and "CBS This Morning." He's also the host of the award-winning podcast Radio Free Leader.
When he's not speaking or writing, Burkus is in the classroom. At Oral Roberts University, he teaches courses on organizational behavior, creativity and innovation, and strategic leadership. He serves on the advisory board of Fuse Corps, a nonprofit dedicated to making transformative and replicable change in local government.
Burkus lives in Tulsa with his wife and their two boys.
David Burkus | Speaker | TED.com