&#62;  If employers and employees trade vale-for-value, then what is there to hide?  Doesn't it make sense to compensate people relative to the relative value of their productive achievements and capabilities?  If it does make sense, then why distort the relative scale through secretive compensation practices cloaked behind a veil of low integrity?<p>Ego and morale. For instance, I overpaid a contractor once to take on a role at my company that was killing me. I overpaid by like 50-70%, but I got him to drop everything he was doing and turn out amazing results for me. If one of my long term staff knew what I was paying, it would've destroyed morale. "You pay him <i>what</i>? I'm here all the time, and you pay him for 10 hours of work half what I make all month?"<p>So yeah, people with me always got pretty good compensation and a hell of an enjoyable work environment, but I didn't make a habit of posting everyone's salary and expenses publicly. Also, people tend to be uncomfortable with that. I think sometimes people who have never managed people have an idea that could be easily tested or talked about with someone, but they advance their idea before doing so. There's a reason most companies don't talk pay with people - if somebody else makes more, it's going to bruise feelings and ruffle feathers and screw up morale.