Directorate of distance education master of business administration

Causes of Resistance to Job Evaluation
 
Employees might find it difficult to understand the intricacies 
of job evaluations. Hence the pay-scales fixed through job evaluations 
might be susceptible to suspicion from who might view them as tools 
of clever manipulation and over-exploitation. Supervisors should have 
complete knowledge of the evaluation system and be able to explain and 
convince the employees about the job evaluation plan. The most talented 
and competent employees tend to resent the wages fixed through job 
evaluation, as they expect their contribution must get extra reward. In 
a world of fast changing technology and rapid mobility of capital and 
labor, job evaluation carried out at great investment of time and cost 
might soon loose their relevance and might need complete revision. 
Practices like poaching talents from another organization and relaxed 
working conditions for some employees, might make a mockery out of 
job evaluations.
Obtaining a precise value of an employee’s contribution to the 
organization might be difficult, as work output occurs due to the interplay 
of large number of factors. Job evaluation helps to reach a reasonable 
degree of accuracy in achieving this valuation. Job evaluation would 
have greater chances to succeed when it does not disturb the existing 
promotion paths or the traditional pattern.  It is not likely to succeed when 
the organization is not paying above market rate and if it results in too 
drastic pay revisions within existing structures. At times, the geographic 
isolation of an organization could also make it less comparable to other 
employers. Employees’ Unions could totally reject or even nullify the 
outcomes of job evaluation if the employer’s relationships with most of 
them are not cordial.