Which factor should not influence employee compensation?

Employee compensation should ideally be informed by objective criteria that reflect the value of the work performed and the existing market conditions. Market rates are influenced by what similar positions pay across the industry, ensuring competitiveness and fairness in pay structures. Industry standards reflect the norms and expectations within a specific sector, providing a baseline for compensation levels necessary to attract and retain talent.

Job responsibilities directly pertain to the scope and duties associated with a particular role, which should correlate strongly with the compensation offered. A position with greater responsibilities typically commands higher pay, as it requires more skills, effort, and accountability.

Manager's personal preferences, on the other hand, should not influence employee compensation. Relying on personal opinions, biases, or preferences can lead to inequitable pay practices and can undermine employee morale and retention. Compensation should be based on quantifiable factors that reflect the job value and market conditions, rather than subjective feelings.