What potential impact can two-tier wage systems have on workplace dynamics?

Two-tier wage systems can lead to increased competition and resentment between different levels of employees within an organization. In such systems, newer employees are often paid less than those who have been there longer, creating a divide in earnings among employees doing similar work. This discrepancy can foster an environment where long-tenured employees may feel undervalued if they perceive that newer hires are bringing similar skills for lower pay.

Moreover, the potential for rivalry can emerge as newer employees might feel motivated to prove their worth and secure a higher wage, while long-term employees may develop a sense of entitlement or frustration towards the perceived inequity. Such feelings can disrupt collaboration and hinder a cohesive workplace culture, as employees might prioritize their personal financial status over the collective goals of the organization.

The other options do not capture the essence of the dynamics created by two-tier wage systems. For example, while teamwork may improve in certain contexts, it typically suffers under a two-tier system due to the divided interests. Similarly, equal treatment in pay is inherently the opposite of what a two-tier wage system represents. While operational costs might be reduced temporarily, the impact on employee satisfaction and productivity can lead to long-term costs that outweigh any short-term financial benefits.