日本企業並不追求股東的最大股利。因為資本是由銀行借貸而來，只要求固定的資產報酬率。由於日本企業不需要去討好股東，就可以委託另一批人－－企業的員工－－來經營。彼得‧杜拉克(Peter Drucker) 類似的觀察：大企業的經營是為了員工，在傳統的法律上，大企業是「相互扶助的業主」。由於員工是(非為盈餘)制度的受益者，勞資之間自然會相互信任。
United Airlines reports it’s outsourcing 630 gate agent jobs at 12 airports to companies paying near-poverty level wages. Employees who have been with the company for years, earning middle-class wages of $50,000 a year, will be replaced by people paid between $9.50 and $12 per hour. United says it must do this to cut costs and raise its profits relative to other airlines. But United CEO Jeff Smisek gave himself $8.1 million this year. If he cut his salary just $2 million (inline with the CEO of the more successful Southwest Airlines, who gets $4 million), United would save about as much as it will by cutting the pay of those 630 employees.
The problem in America isn’t that typical workers are paid more than they’re “worth” in the market. It’s that they have no bargaining power, while too many CEOs and other top executives have the power to pay themselves almost whatever they want. How do redress this power imbalance? Some call for stronger unions and greater shareholder say over CEO pay, but I'm increasingly of the view we have to change the organization of the corporation so that it has to respond to all stakeholders -- not just its shareholders but also its workers and affected communities. What's your view?
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