Knowledge Worker Faire Compensation: Ethical Issues and Social Dilemmas

Knowledge Worker Faire Compensation: Ethical Issues and Social Dilemmas

Gonçalo Costa
Copyright: © 2013 |Pages: 17
DOI: 10.4018/978-1-4666-2136-7.ch061
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Abstract

One of the key characteristics in knowledge management is the importance of human resources. Therefore, main stream literature has been discussing the concept of knowledge worker, its characteristics, and duties versus rights, and human resources policies in its dissimilar perspectives (knowledge workers retention, personal mastery, intellectual property rights, among others). Although, empirical studies seem to disregard if knowledge workers feel that are well compensated, or what dimensions entail faire compensation. Hence, this chapter aims to recognize knowledge workers feeling about faire compensation, and what elements are essential to achieve it through a conceptual framework. For that, the chapter is divided into six sections: the research questions; knowledge worker (key characteristics and responsibilities versus rights); fairness (etymology and the contribution of Rawls); linking the theoretical basis; empirical results (methodological remarks, findings and discussion); future research directions (the surrealist assumption, Dali surrealism and the metaphorical assumption).
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The Research Questions

Since this contribution is not promoting a traditional approach to human resources managing, namely knowledge workers. Despite the novelty of the subject it entails a minor component of the author PhD research project (for further details chapter 16), leading to the following research questions:

  • 1.

    Do you consider that knowledge creation, management and sharing into the organizational environment are fairly rewarded?

  • 2.

    State what is meant to be a fair compensation regarding knowledge creation, management and sharing in an organizational environment?

The initial research query examines if knowledge workers feel that are fairly rewarded, as well as the question was also posed to middle managers and top managers in order to understand each group perception. Yet, it is compulsory to notify the potential Readers that is an open choice question with the subsequent answering possibilities: never, rarely, usually, often, always, and I do not respond. On the other hand, the second question seeks to recognize fair compensation dimensions through an ask for agreement option.

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