Seems much more “fair” for many people if everyone also shares in the wealth of the world. This is the kind of idea that animated the pioneers of the Diggers occupied in 1649 camped on the hill of St. George in Weybridge, Surrey.
A product of the English Revolution, who were offended by the imbalance of wealth in a society still farmland. They sought justice through occupation and trying to cultivate the land they had squatted on.
In a modern industrial society, equity is more complicated. Some people do more, invent more, score more goals, more fun, allowing more people to find jobs than others.
Is it not just your creativity, effort, leadership, etc, hard work is rewarded? This is probably one of the principles of capitalism.
In the 19th century, Bethlehem, cast steel spoons were offered bonuses to speed up the work
And – of course – Premium landing began in the business anyway, in recognition of the success of last year for christmas flowers in usa blogs a capon, pay a week. Attaching a symbol.

The management guru, first, the American Frederick Winslow Taylor was a time and motion.
He used his watch timer carry buckets of melting in Bethlehem Steel Corp. in Pennsylvania in the 19th century.
Taylor said that customers of the production company was better if the workers were motivated: the bonus for more blades, eviscerated chickens or more. Environment, in other words.
It seems fair, but not particularly generous for people unable to work at a higher speed.
For associations of law, accounting, banking and other financial institutions have been built around a system of compensation premiums could see institutionalized.
“Ratchet effect”
Association divided the profits of the business between the partners at the end of the year. If there were losses, which were divided into equal parts. The responsibility is not limited to the 19th century.
And much of this reward system rather benign remained in place in Britain until 1980.
Then came several things. First, the financial markets of the City of London has changed beyond all major deregulation (known as the Big Bang, as happened at a time).
Jack Welch GE helped spread the bonus culture in Anglo-Saxon business
For the first time from the outside as the major international investment banks were allowed to buy stock market brokers and traders of London, and they did, leading to an orgy of wealth change hands in the years 1980.
The city employees are not new partners, who were men and women earn.
But the distribution of benefits of the alliance was taken quickly by a new distribution of premiums for those above and the “marzipan layer” on top.
It was like a new form of socialism, in the heart of capitalism.Workers to share directly in the profits generated by their work.
But the world has increased the speed bonus fierce. Bono promises were the way people were engaged and motivated to take risks every day with other people’s money.

The domino effect begins to work its magic that comparisons were made and transmitted by the new offerings. Bono is a multiple of base salary. The bonds were secured and not necessarily rewards for performance. The bankers could get rich quick.
Meanwhile, the cult of shareholder value has been felt in Britain and the United States. It seems that everyone has started an influential article in the dense pages of the Journal of Financial Economics in 1976.
Race to the Top
It is argued that remuneration of the top based on the part of the company – for example, the granting of stock options as bonuses – it was the most effective way to align the interests of executives with those of shareholders.
Were collected in a great way to Jack Welch, chairman of General Electric, and quickly spread in their deliberations in the corporate world the Anglo-Saxon.
Few compensation committees want their company CEOs earn less than their competitors
Stock options, problems, promises of pensions and bonuses online has quickly become a standard in large companies.”Everybody,” which was carried out, then everyone should have.
Compensation has become a topic of discussion, a symbol of success, some success.
No company wants executive compensation committee to be everywhere, but in the top quartile of income. Administrators are presented in the compensation committees of the other.
At the same time, shareholder value was a difficult thing to measure, and of course to explain. Although the weather was good, the shareholders asked little. More people were hired in the rail contracts that gave enormous benefits to leave early. The unpaid.
The world of bonus to take over the boss, so administrators. The cascade of bonds through environmental organizations. Just enough, people said, a motivation to work well. It became a kind of standard, not exceptional.
People who have lost people in the production line, people are highly motivated by the thought behind the premium.
And the bonus culture of public service broadcasting, perhaps influenced by directors trained the first movement of public-private company, creating a trail of compensation comparisons internship.
Once you’ve created a culture that rewards as tangible for many people in power, is difficult to limit, control or reduce their influence.
Whether or not it is actually more to work harder or better, is not known to date. But bankers are certainly rewarded for taking big risks – what I say – other people’s money.
And when they get in trouble, others are in progress, we, the taxpayers.
Self-control?
We have come a long way from the base of “justice”. It still seems fair to reward good work, but only if it is clearly “good”.

It can not be healthy for any organization or company, when the gap between the lowest paid and most awarded as expanded as it has in Britain and the United States in recent years.
The Treasury Department is considering what to do to pay board.But in a free society, it is probably easier to open an investigation to reach a conclusion about it.
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The company was on the BBC Radio 4 Thursday, December 8 at 20:30 GMT, Sunday, December 11th at 21:30 GMT.
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The most effective way to meet these obligations will be rounded to open – somehow – a time of voluntary restrictions, resulting in a halo of shame waiting for the price.
I naively thought that this could occur because of the credit crunch, but it has not happened yet. But the crisis is not yet arrived.
Nine years ago I met a man named David Bussau, a man with a memorable phrase, that still haunts the mind.
A religious man raised in an orphanage in New Zealand, which then flourished in Australia from a group of construction companies.
He became a millionaire at a young age, but remained on his finger and his wealthy clients. He started thinking and decided to change his life.
He and his family began as a volunteer, a move that finally saw co-founded what is now Opportunity International, the world of micro-lending organization.
It was the expression he used to describe his wealth seemed to me then and still is. ”We’ve had enough,” he said in an interview we did at the World Entrepreneur of the Year Awards in Monte Carlo.
This concept of “appropriate” is a powerful. Not many people think that way in the world of bonus.
In business, it is in the December BBC Radio 4 Thursday, December 8 at 20:30 GMT, Sunday 11 to 21:30 GMT. Listen to the radio via the website or download the podcast 4 of the program christmas flowers usa .