As a senior in high school, I took on a full-time job during the summer after graduation working for the City’s Water and Wastewater division in my hometown. When interviewing, I remember wanting more than the advertised $15.25 as I felt like I was a valuable addition to their team beyond being a temporary employee. I’d had years of experience doing all the tasks required or mentioned. The interviewer told me that they were somewhat restricted in what they were allowed to spend, which really set my position back a few steps. I ended up accepting the job without any increase in wage like I had hoped. Looking back, I certainly developed a lack of motivation and enthusiasm at that job over the course of a few months as I felt like I really wasn’t making enough money for as much work as I could be doing. Overall, the hiring organization wasn’t able to motivate me thoroughly to the point where I felt like I was underpaid for the scope and quality of the tasks I was completing.
Now, comparing that experience to a drastically different one of mine from about year later than that City job started. I took on a job as a laborer (LB2, according to the BOLI prevailing wage rates) and was making $50 and more per hour—depending on the job—working for an asphalt paving contractor. I gave that job my everything in even the most difficult circumstances for multiple summers while attending college here at OSU. As a result, I was given consistent raises and have continued employment with that company for 3 ½ years now and have a great relationship with the owners and staff.
It’s really a world of difference that compensation can make. When an employee feels valued and accepted, they can step up and pursue a longstanding tenure with said organization and have the drive to progress as a contributing member. On the other hand, feeling unappreciated or underpaid can be a direct source of resentment and laziness, making a situation continuously worse for all parties involved.