The chief failure in labor markets is that wages tend to be too high, leading to durably high unemployment.
Why? Mostly because so many workers view employers with resentment and suspicion. To contain this resentment and suspicion, employers compress wages and avoid wage cuts even when there’s high unemployment. The unintended effect is to make unemployment far higher – and hence more traumatic – than it needs to be, especially for the least-skilled. It’s the Tinkerbell Principle at work. Involuntary unemployment, free labor markets’ chief shortcoming, exists largely because workers believe that free labor markets are bad for workers.
Several links omitted. Read the whole post. I think it could provoke a lot of useful discussion.
For the most part, Bryan challenges the view that in the boss-employee relationship, the boss takes advantage of higher status and power. That is the way I think that sociologists view labor markets.
Bryan writes,
Everyone talks as if bosses have the better end. But talk is very different from action. If everyone were trying to start their own businesses and hire workers, that would count as “acting as if bosses have the better end of the deal.” Most workers, however, make no effort to become entrepreneurs. You could object that most workers don’t have the money to open their own businesses, but most rich workers make no effort to become entrepreneurs either.
Almost nobody likes having a boss. But going out on your own is risky and stressful, so most people put up with it. Still, I think that one could argue that in the workplace, this fact gives bosses the sort of power that sociologists impute to them.
From this point of view, the best public policy to support workers would be to make it easier to go out on your own. Starting your own business can be daunting from the standpoint of paperwork: getting a license, filling out tax forms, etc. Also, health insurance is much more subsidized for large businesses, particularly those that do business in more than one state. If government were to take its thumb off the scale, perhaps the “exit option” would be more valuable to employees, which would raise their bargaining power in the workplace.
Just as almost nobody likes having a boss, Bryan would turn that around and ask whether anybody likes having employees. Employees grouse and they malinger. Public policy also could mitigate this by improving the “exit option” for bosses, that is by make it easier to screen potential employees and easier to fire those who fail to perform.