why cannot ask!?
very sensitive meh?!
enlighten me pls!
hahaha
ok answers as follows:
Extracys from CNN money...
http://money.cnn.com/2007/03/19/magazines/moneymag/onthejob_april.moneymag/
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NEW YORK (Money Magazine) -- Let's talk about something we're
not supposed to talk about. No, it's not religion or politics. It's
not even sex.
I'm getting at something completely taboo: how much money we
make.
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Strange, isn't it? You would tell a coworker about that severely
embarrassing time you coughed up a porcini mushroom on your boss'
tie before you would ever share that sacred number.
We take it as a given that, to ensure professional tranquillity,
we keep such information to ourselves. And for the most part we should. Finding out how
much your peers and colleagues earn can lead to unforeseen
complications.
My friend - let's call him Ted - was talking about his salary
with his colleague Russell. "We should just tell each other how
much we make," Russell said.
Ted was reluctant, but after further urging, he agreed and the
two colleagues spilled the beans. As it turned out, Ted earned
significantly more than Russell, even though the two were at the
same level and had been on the job at the company for the same
amount of time.
Russell had recently had his annual review, so he couldn't
readily go back to his boss to ask for a raise. Instead he
grumbled. And grumbled.
The old friendly banter that Ted and Russell had once shared
turned into awkward and infrequent conversations, usually peppered
by Russell with phrases such as "Well, I'm sure you don't have
these worries, Ted." (Subtext: money worries.)
By blithely sharing their pay
information, they botched a perfectly good friendship. "The problem
with these discussions is that there's often a winner and a loser,"
says Bill Coleman, senior vice president of compensation at
Salary.com, a paycomparison Web site. "Someone's feelings are
likely to get hurt."
Or someone's career. One of my former colleagues discovered that
he wasn't paid as well as other staffers. When he asked his boss
why not, the answer was a deflating "You're not as good as they
are."
Still, there's plenty to be said for sussing out the pay scale.
After all, you work for money, and if you learn that you're earning
less than everybody else, you can use the knowledge to press for
more dough.
Squeezing this information out of unwilling peers and managers
isn't easy, of course, but you can do it - without hacking into the
company computer.
Here's how to conduct your investigation.
You can start by checking industry salary surveys on the
Internet. But you probably won't learn enough: In a recent study
published in the Journal of Applied Social Psychology, researchers
found that internal pay comparisons (how much you make compared
with the person down the hall) were more important to employees
than external comparisons (how much the people at the competing
firm across town are paid).
You really want to know what people are earning at your
place.
The best way to get those data is to have a chat about your
salary with whoever is your mentor in the office. You don't have to
get specific; just say something like "Lou, I believe I've done a
good job here and I'm planning on asking for a raise. Can you clue
me in on what the company is paying now?"
If Lou is plugged in and knows what your job's salary range is,
he can offer the guidance without betraying any confidences.
Here's another tactic: If you're with a large group of similarly
ranked colleagues at, say, a bar, you can play the party game where
each person writes his or her salary on a slip of paper, folds it
up and places it in a hat.
Mix the hat up and read the numbers aloud. The results should
tell you all you need to know, and no one's feelings are hurt since
the data are anonymous.
Here's what not to do: stomp into your boss' office and scream
"Why the hell aren't I making as much as Kovics?"
She's likely to shoot back, "Because Kovics doesn't come in 45
minutes late every day, take two-hour naps after lunch and insult
as many clients as you do."
There's nowhere you can go from there but the help-wanted ads.
Learning that you are underpaid compared with a colleague needs to
inform a discussion, not become the heart of one.
After all, you don't knowthat much about Kovics. Perhaps he
negotiated a better deal when he was hired, took on more
responsibility, or has more experience.
On the flip side, knowing that someone on your level earns more
than you do means that you can earn more than you do. "Your salary
is most likely defined within a range," says Salary.com's Coleman.
"Once you know what that range is, you can talk about moving up
within it." Nobody reacts well to "I want more money."
A much better way to frame the demand: "What would I have to do
to get more money?" Most bosses are happy to answer that question
because now you're saying, "I am willing to work harder and smarter
for you." The more you can emphasize that message, the more likely
it is that some extra money will flow your way.
