的 The efficiency wage theory is an economic theory which suggests that in certain circumstances, employers will pay a premium to employees in order to increase the efficiency of their production output, rather than cut wages. In most circumstances, employers will opt to reduce wages in order to reduce costs, but by paying a higher salary, employers are also able to increase productivity and reduce wastage of resources or theft. The theory was first proposed by the American economist Edward Lazear, and is based upon a combination of psychology and logic, as well as the idea that by paying workers above the market rate, employers increase the morale of employees and thus their performance, as well as reducing their risk of employees taking time off and looking for another job.
The theory has been applied to many different production situations, both within manufacturing and service industries. For example, in the manufacturing sector, employers may pay an efficiency wage in order to ensure that workers are careful with production materials and complete necessary tasks efficiently. This can lead to a ‘tighter’ production process, with higher quality products at a reduced overall cost. Similarly, in the service industry, such as hospitality and retail, employers may pay an efficiency wage in order to reduce turnover rates, as staff are more likely to stay in their job for longer if they are paid more than the average rate for similar positions.
There are a number of benefits for employers of using an efficiency wage. As mentioned previously, it can lead to greater efficiency within the company, with workers working harder in order to earn the higher wages. It can also lead to a decrease in employee theft, as it is less likely to occur when workers are paid higher wages, and there is less financial incentive to take resources. Additionally, by paying staff more than their market rate, employers can put in place further benefits such as extra perks, such as private healthcare and bonuses, which can act as a further incentivising factor.
Furthermore, employees are more likely to remain motivated and loyal to the company, if they are receiving a wage that is above the average rate. This means there is less time and effort spent on recruiting, training and hiring new members of staff, as current employees remain with the company for longer and are more dedicated to their work.
However, there are also a number of potential drawbacks of efficiency wage theory. The most obvious issue is that employers will need to use their own resources to pay their staff the efficiency wage, thus leading to an increase in costs. If a company is unable to increase their income to match the cost of the efficiency wage, this can lead to a decrease in profits, which could potentially cause the company to fail.
Another issue is that paying an efficiency wage can lead to an increase in labour costs for other firms, as it may cause them to increase their wages in order to remain competitive in the market. However, this may be seen as advantageous, as it is thought to have a positive effect on the overall economy, by increasing the average wage of workers and reducing the possibility of employees having to take on multiple jobs in order to make ends meet.
In conclusion, efficiency wage theory is an economic concept which can bring both advantages and disadvantages to employers and employees alike. By offering an efficient wage, employers are able to reduce costs as well as increase productivity and reduce employee turnover. However, employers must also be mindful of the increased costs which come with it and ensure that they have sufficient funds to support the increased wages. Employees benefit from increased wages, as well as additional benefits, although there are potential risks such as increased competition for their job roles, which may lead to further wage inflation.
