Which of the following is a common argument against two-tier wage systems?

The argument against two-tier wage systems primarily centers on the potential for creating divisions among employees. In a two-tier system, workers are often categorized based on their hire date, experience, or different job roles, leading to disparities in pay for similar work or roles within the same organization. This division can foster resentment, decreased morale, and a breakdown in teamwork, as newer or less experienced employees may earn substantially less than their long-tenured counterparts for performing the same job.

Such divisions can also undermine the overall culture of the organization, making it difficult to cultivate a sense of unity and shared purpose among employees. This can result in weakened collaboration and productivity, as employees may view each other through the lens of division rather than as teammates working toward common goals.

In contrast, the other options do not accurately capture the essence of why two-tier wage systems are often criticized. For instance, wage inflation and cost-prohibitive concerns are typically more related to broader economic conditions or company-specific strategies rather than a direct consequence of implementing a two-tier wage structure. Additionally, the notion of guaranteeing equal pay for equal work directly opposes the very premise of a two-tier system, which is to differentiate pay based on specific classifications rather than to ensure uniform compensation.