Which stakeholder group is most likely to oppose two-tier wage systems?

The stakeholder group most likely to oppose two-tier wage systems is senior employees without wage changes. This group may feel threatened by the introduction of a two-tier system, which typically involves paying new employees less for similar work compared to more experienced or long-standing employees. As a result, senior employees may perceive this as a devaluation of their experience and contributions, potentially leading to feelings of resentment and a belief that their loyalty and hard work are not being adequately recognized or rewarded.

In contrast, newly hired employees may actually welcome a two-tier wage system because, while they might be earning lower wages compared to senior employees, this system could provide them with job opportunities that were not available before. Company owners and shareholders may focus more on the financial implications and efficiency that such a system could bring rather than employee morale. Human resources professionals might be involved in implementing or managing these systems but may not be the primary opposition to them; their focus typically lies more on crafting policies that aim to balance employee satisfaction with organizational goals. Thus, the group most directly impacted by the perceived inequities of a two-tier wage system is senior employees who feel their existing pay and status may be undermined.