I would agree with you if the employee did not receive a salary or compensation of any kind other than a portion of the profits.
Why should the employee receive gauranteed payment then a portion of the profits just for doing a small part for the company.
How do you distribute the money to the employees?
Does a janitor make more or less than somebody in the warehouse and does that person make more or less than somebody with an engineering degree that designed a product?
Do you have it all figured out?
Why is me being supportive of a more employee-appreciative type corporate structure a *big* deal?
A lot of people support this - every company I've worked for tried to implement programs where they'd *show* extra appreciation to their employees in respect of their hard work - in essence - an appreciated employee whose extra hard work is recognized is a happy and productive employee.
This is called fostering a positive work environment - business 101. It's business BASICS that almost everyone follow.
In fact, it's almost foolish *not* to appreciate your employees and boost morale with various incentives - treating the ones who *do* work harder as mere "everyone's the same" individuals can be counter productive.
"Employee of the month," "Christmas bonuses," "Employees appreciation day," "The office raffle." All of these are ways of boosting employee morale and showing appreciation to the harder workers.
Anyone can do the *basics* of the job: answer the phone, file papers. . . . because *that's* what they get paid $10.00/hr + standard benefits *to do* - just like every other employee.
But there are exceptional employees who take the initiative - get things done more precisely, come up with new and more productive ideas and then share it with management, encourage others to work hard, hold their selves and others accountable . . . . thus, these extra hard working employees are given recognition.
If you worked harder than Suzette who seemed to have no drive to get her job done on time - wouldn't you want your manager to *notice* and occasionally reward your hard work and 'give a ****' attitude?
So *why* is me saying "I support business-structures who honor the employee and appreciate the employee's hard work" a real big *shocking* deal to debate when it's business-basics and most company *do* implement programs that relate to doing *exactly that*
The investors still get their cut.
The management and company heads still get their cut.
The employee still gets their cut.
AND THEN - when the company does well because of *everyone's hard work* the management/company heads/employees ALL get their extra icing on the cake because they worked *extra hard* - not just to keep the company functioning - but to *improve* the way the company functions.
I simply favor the *employee* over *the CEO's* in this type of merit-recognition structure. . . and a lot of CEO's agree with me, too - because they're the ones who decide to implement merit-recognition to boost employee work performance. Afterall - CEO's are already paid a huge and fluctuating salary which *rises* when the company does well. They appreciate their selves . . . and they'll appreciate the employee if they want to *keep* that profit on the rise.