ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

How employers cheat their employees

Updated on February 14, 2015
Not all employers are honest
Not all employers are honest
George Jetson, a cartoon character who always has problems with his employer, Mr. Spacely
George Jetson, a cartoon character who always has problems with his employer, Mr. Spacely

Employees are evaluated correctly by the chiefs, promoted based on merit and their merit is recognized. Their work is important for the company. Heads respect their employees and vice versa. And most important: employee really matters for the company, it is not just a statistical fact. Wrong! All this is propaganda, and without it, companies would go bankrupt!

It is not profitable for a company to respect the declarative values preached aggressively to employees. There is always an 'optimal' compliance with those values beyond which the company lost. Obviously, you can not say that in public

If they want to go on profit, the company will never meet it's propaganda, but will continue to preach it to it's employees. It's a matter of calculation and optimization: how is profitable (short, medium and long term) and where is no longer profitable to follow the principles.

A company that concludes that it is profitable to strictly respect the principles in the US or Germany, will may find too expensive to do the same in Romania, at the moment. Therefore, they "adapt" the principles on social context, although the principles are the same in Romania and the USA.

For most of the employers, employees are seen only as statistics
For most of the employers, employees are seen only as statistics

Every employee is important for the company

This is false for most companies. Really important for companies are those in management, protégés of the management / owners and key people (perhaps the chief accountant, maybe one or two specialists really needed). The rest can be easily replaced.

To find out who is really important for the company and who is not, we must answer the question "what is the impact of the departure of that man" (in terms of money, time required for replacement, image).

This fact it's true and partially true, at very small companies (under 10 employees), where everyone counts, where it's easy to feel when someone it's missing.

A company must depend on as few employees as possible. The more dependent on, the more vulnerable. Only a few people in a company are the "most valuable asset" of it.

The company thinks it's business in that way, so when a nonessential employee is leaving, to have minimal impact on business (job being taken away by someone else, without causing visible disruption in activity).

Nobody is irreplaceable
Nobody is irreplaceable

Employees are unique, irreplaceable

If in a company is someone truly irreplaceable, then usually it's the founder. The company is dependent on its skills and connections. We're talking about small or very young companies, which are in a time when no one believes in them.

These are very personal businesses, covering highly specialized niches. If the founder cease to handle the business, it dies. Once exceeded the critical period in which a company depends on its founder, then even the founder can be replaced.

If you are loyal to your company, don't be sure they won't fire you
If you are loyal to your company, don't be sure they won't fire you

You are loyal to the company and sacrifice yourself for it, so you will not be fired.

Companies are firing loyal employees if business goes down. An employee is valuable for the company as long as the company is his staying is profitable. When you cease to be profitable for the employer, the company will fire you, or, in a more optimistic scenario, will cut the "protection" offered. Loyalty is a white contract: the employee assumes unconditional commitment, the company did not.

Loyal employees who will sacrifice everything for the company relies on job, mobilize their energy to do work performance. They are emotionally involved in their work and takes every failure as a personal defeat. They think that the company's "success" is closely linked to their performance.

Sometimes your boss wants to resolve all your problems, and not let you on your own even in your private life
Sometimes your boss wants to resolve all your problems, and not let you on your own even in your private life

The company sells an ideology that preaches happiness

The loyal employee is workaholic and dependent from the company for who is working, though it's hard to tell which is the real source of his addiction. He is viewing the company as a "savior" who has all the solutions he need, at a time: the medical and life insurance, holidays, schools and kindergartens, etc.

There are great giants, huge multinationals investing in their brand, both externally and internally. The internal loyalty programs through the benefits it provides (car, life and medical insurance, legal support on various issues, easy access to credit, kindergartens, etc.) the employee meets the brand almost everywhere, including in personal life, thus that these companies actually invades the entire universe of the employee.

The employee who idolizes the company prefers, rather, this type of protection from the company, than a higher salary because he can not manage his own life. These are the same employees who prefer to work in team-building than to meet with the family.

For them there is nothing else significant in the world, and they are not able to take their own life in their hands and are pleased that the company has taken this task. The weakear the people are, the greater becomes the dependence of the company.

In addition to employees ready to sacrifice for the company, there are also another type of employees with a "healthy dose" of loyalty. The aren't weak people and they have a system of value articulated. They were employed by the company as young people, and they are loyal, because they can't comapare the company with another.

The benefits offered by the company are designed, beyond the employers declarative speech, in a simple logic of economic purpose: I provide all that you need, now you have to do performance.

While going on emotional bond that grows with its employees, companies invest in them (through these loyalty programs) because they want one thing: performance! And it's already common practice to use the emotional component of their relationship with employees to achieve this goal.

Not all employees are evaluated fairly without discrimination
Not all employees are evaluated fairly without discrimination

The company no longer applies double standards. All employees are evaluated fairly, without discrimination.

This is false for most companies. The Reason? Companies do not have evaluation systems, no proceeding or make assessment badly or are subjective and, therefore, anything is possible. Including recourse to the double standards because it's allowed by assessment tools.

However, employees are evaluated fairly, without discrimination in companies that have developed and implemented systems performance assessment for years and have built an organizational culture based on meritocracy.

If your employer it's happy about your work, it doesn't mean that he can't fire you at your first mistake
If your employer it's happy about your work, it doesn't mean that he can't fire you at your first mistake

If the company "rewards" the employee, does not mean that it won't fire him

When the employee is no longer profitable for the company, is fired, or, in a more optimistic scenario, they will cut the "protection" offered. Once he find that company wants to fire him, his love transforms in hatred.

Employees who idolizes their company, will perceive their dismissal as a betrayal from the company, and "commitment to the company" quickly turns into hatred and revenge. There is no substantive difference between love and hatred to a company, it's exactly the same feeling (sometimes with "plus", sometimes with " minus ").

Employee's feedback it's important

You must have often heard it said that employee's feedback is important for employer and it must be encouraged and it's verbalization. Chiefs want to know the opinion of each employee in the company because it matters to the employer. This fact it's also fals for most of the companies.

For these companies "dialogue" is more unilateral, from management to employees and vice versa more as gossip. Employee opinion matters little, what matters is that they do not comment.

An increase in your wage means a lot of more work to do
An increase in your wage means a lot of more work to do

Employer increase your wage to reward your efforts

You think that they will increase your wage to reward your efforts, but they are doing this to feel legitimate to ask you to work to exhaustion. Usually, in practice, wage increases can legitimize a form of employee abuse assumed in desperation or unconsciousness, which allows the employer to exploit, citing the money offered in addition to salary or only promised. Usually the employers make known their expectations without saying a word about overtime, much exhausting work.

After increasing employee's wages, this should motivate them to work more efficiently, not necessarily more. In practice, the question that the employer is too coward to ask you is: are you willing to receive a salary increase but instead to work to exhaustion? Only a few employers are honest and they say explicitly that increasing employee's wage means more duties, responsibilities, extended work schedule, etc.

Do you think employees should unite and take action against employers who do not keep their word?

See results


    0 of 8192 characters used
    Post Comment

    • Romanian profile imageAUTHOR


      3 years ago from Oradea, Romania

      @Marina7 , you're right, If employees won't do anything, bosses will continue to exploit them.

    • Marina7 profile image


      3 years ago from Clarksville TN

      I feel people need to help each other and if we would then employers could not do this to us!!

    • Romanian profile imageAUTHOR


      3 years ago from Oradea, Romania

      @DDE , you're right, but in big companies employees are many times not treated very well by their employers, and it's hard to say that they are working together.

    • DDE profile image

      Devika Primić 

      3 years ago from Dubrovnik, Croatia

      You made valuable points here. Working together is important for companies.

    • Romanian profile imageAUTHOR


      3 years ago from Oradea, Romania

      @Barbara Kay In small businesses things are a bit different. Employees used to be friend with their boss, and are like a family. But this pattern it's different in big companies, where the boss remain the same, but the employees are changing every year.

    • Barbara Kay profile image

      Barbara Badder 

      3 years ago from USA

      At one time in our country, small businesses felt that they were responsible for their employees. That isn't true anymore. The profit of the company is all they care about. Employees were probably more loyal to the company at that time though. If you knew your boss cared about you, most people would work harder.

    • Romanian profile imageAUTHOR


      3 years ago from Oradea, Romania

      @Oztinato, your're right, the only thing which matters for them it's the profit. Does not matter how much has to work their employees.

    • Oztinato profile image

      Andrew Petrou 

      3 years ago from Brisbane

      In my experience most wealthy CEOs and employers are uncaring, contradictory and cruel so as to fit the "sociopathic" definition. Its as if things havn't changed since the time of Charles Dickens.


    This website uses cookies

    As a user in the EEA, your approval is needed on a few things. To provide a better website experience, uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

    For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at:

    Show Details
    HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
    LoginThis is necessary to sign in to the HubPages Service.
    Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
    AkismetThis is used to detect comment spam. (Privacy Policy)
    HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
    HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
    Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
    CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
    Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the or domains, for performance and efficiency reasons. (Privacy Policy)
    Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
    Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
    Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
    Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
    Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
    VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
    PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
    Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
    MavenThis supports the Maven widget and search functionality. (Privacy Policy)
    Google AdSenseThis is an ad network. (Privacy Policy)
    Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
    Index ExchangeThis is an ad network. (Privacy Policy)
    SovrnThis is an ad network. (Privacy Policy)
    Facebook AdsThis is an ad network. (Privacy Policy)
    Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
    AppNexusThis is an ad network. (Privacy Policy)
    OpenxThis is an ad network. (Privacy Policy)
    Rubicon ProjectThis is an ad network. (Privacy Policy)
    TripleLiftThis is an ad network. (Privacy Policy)
    Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
    Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
    Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
    Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
    ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
    Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)