According to Wright, employees with sought-after and reward-inelastically supplied skills (due to natural scarcities or socially constructed and imposed restrictions on supply, such as licensing, barriers to entry into training programs, etc.) are in a 'privileged [surplus] appropriation location within exploitation relations' because, while they are not capitalists, they are able to obtain more privileges through their relation to the owner of the means of production than less skilled workers and harder to monitor and evaluate in terms of labor effort. The owner(s) of the means of production or their employer in general therefore has to pay them a 'scarcity' or 'skill/credential' rent (thus raising their compensation above the actual cost of producing and reproducing their labor power) and tries to 'buy' their loyalty by giving them ownership stakes, endowing them with delegated authority over their fellow workers and/or allowing them to more or less be autonomous in determining the pace and direction of their work. Thus, experts, managers of experts, and executive managers tend to be closer to the interests of the 'bosses' than to other workers.