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Labour Markets with Company Wage Policies

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Author Info
Alan Manning

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Abstract

In the conventional perfectly competitive model of the labour market, wage-setting is individualistic in the sense that identical workers should receive identical wages in different firms and different workers should receive different wages in the same firm. But, in reality, wages often seem to be attached more to the job than the worker, with identical workers receiving different wages in different firms and different workers receiving the same wage in a single firm. There is what we call a Company Wage Policy. In this paper we explore the consequences of assuming that the labour market is characterised by company wage policies. We consider a number of issues; the nature of wage dispersion and unemployment, the effects of benefits, minimum wages and unions, and the incentives to acquire skills. We show that, in general, company wage policies imply labour market behaviour that is very different from the perfectly competitive model, and seems more in line with empirical evidence. Finally, we consider why company wage policies might exist.

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Publisher Info
Paper provided by Centre for Economic Performance, LSE in its series CEP Discussion Papers with number dp0214.

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Date of creation: Dec 1994
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Handle: RePEc:cep:cepdps:dp0214

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  1. Erling Barth & Harald Dale-Olsen, 2005. "Employer Size or Skill-Group Size Effect on Wages?," IZA Discussion Papers 1888, Institute for the Study of Labor (IZA). [Downloadable!]
  2. Bontemps, Christian & Robin, Jean-Marc & Berg, Gerard J. van den, 1998. "An empirical equilibrium job search model with continuously distributed heterogeneity of workers' opportunity costs of employment and firms productivities, and search on the job," Serie Research Memoranda 0002, VU University Amsterdam, Faculty of Economics, Business Administration and Econometrics. [Downloadable!]
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  3. Gerard J. van den Berg, 1998. "Empirical Inference with Equilibrium Search Models of the Labor Market," Tinbergen Institute Discussion Papers 98-089/3, Tinbergen Institute. [Downloadable!]
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