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Why motivating employees through ‘startup salaries’ backfires for companies

The author and Nike’s superintendent of compensation, David Buckmaster, says that startups’ abysmally low-grade salaries are a recipe for inequality.

Those who resist fair bribe as I describe it–as project activities with both market and structural blind spots in need of correction–often worry that changing the style salary productions will limit business innovation, or that business leaders will no longer be able to reward their truly outstanding musicians. I see this often in start-up environments and in all companies with bold directors, and before we learn to parse the differences in how most fellowships assess compensating most people, I want to address the topic to show how exempting certain types of companies or superstar hires from the ways of fair pay forms more difficulties than it solves.

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