“ TATALI SI’I MU’A 'OUA-E-FIU MO SEKELITALI…’Oku ‘ikai potupotu lelei ho’o mo ngaahi faka-‘uhinga faka-pisinisi, mo e faka’uhingá.
1) Ko e “fair” pe ko e faingamāmalie-totonú ‘oku ‘ikai ko ha me’a ‘oku fua pe ‘oku faka-mahu’inga’i tatau. ‘I ho’o tohinimá: “Fairness of salaries to taxpayers can only be determined if employees are doing their job well.” This is not true. Doing their job well according to whom?
2) If management is abusing the employee and his/her rights are violated, the employee will not be “motivated to do his/her best on the job. The taxpayer, on the other hand, does not want employees abused; but management can be showing favoritism towards their family members and buddies in the expense of other employees. That does not make anyone want to work; they’ll do the minimum required to pass the day.
3) An employee’s performance on the job (motivation) is determined by many factors, but motivation studies have shown that employees are best motivated to do their best when their personal needs are satisfied.
4) Example: You cannot motivate an employee to work harder when his/her stomach is empty, because she gets paid peanuts and cannot buy food for her family.
5) Workloads do not determine level of “fair” remuneration. A driver that has limited communication skills required for VIPs is not as “valuable” as a driver who fits the needs of the department. ”