PACC6007 Economics: Market Purists

PACC6007 Economics: Market Purists

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PACC6007 Economics

Questions:

Case Learning Outcomes

By the end of this case study, students should be able to:

• list the benefits produced by raising the minimum wage;

• explain a few of the fundamental disagreements over the policy;

• enumerate drawbacks of imposing a floor on wages;

• draw conclusions as to whether raising the minimum wage produces overall benefits or is not worth the costs involved; and

• brainstorm policy solutions that best address rising inequality

Introduction

What is the best way to determine a fair pay rate? Market purists, such as the Nobel Prize winning economist Milton Friedman of Free to Choose (Friedman & Friedman, 1990) fame, advocate for a laissez-faire process whereby employers and candidates are permitted considerable discretion in negotiating a wage that both agree upon. In this scenario each party is granted a chance to arrive at price for the labor being contracted. The mutually agreed upon pay rate will serve to benefit both parties; gains are facilitated through trade of labor in return for a wage. The employer wishes to avoid overpaying for services. After all, labor costs must be weighed alongside the litany of other costs of keeping a business operational: rent, licensing, advertising, and insurance, just to name a few. Alternatively, the laborer has an interest in maximizing the value their time and talent will earn from their effort. Clearly, they wish to avoid being gouged, while also managing to acquire

additional skills and further pay raises.

The idyllic scenario depicted above is subject to criticism, however, truly unfettered markets are an exceptional rarity in the annals of human history. Practical considerations have had an impact on constraining the pursuit of purely economic interests. As with any tool, there are individuals and institutions vying for the control of the market. Historically, the primary competitor with a vested interest in directing market forces in its favor has been the state. The polity has a general inclination toward directing the market toward humanitarian ends such as achieving economic equality. In contemporary political discourse, these ends are referenced under the broad heading of economic or social justice.

The present case study examines both the intended and unanticipated consequences of one such attempt to achieve economic and social justice. There have been varying attempts to impose a wage floor on earnings. In the political sphere, interventions that impose minimum wages for work have received a gloss of beneficence. Policies of this ilk are branded as a means to share the wealth that markets produce with groups that have been historically marginalized, a laudable goal. Many supporters of these goals accept the manipulation of pricing mechanisms as a reasonable means to lift the economic fortunes of the underprivileged. Then again, there might be a paradox lurking in the seemingly straightforward application of this logic. Could it be that these policies are hurting the recipients they are intending to help?

In delivering a more complex account of the ramifications of imposing a minimum wage, what follows captures divisions of opinion across three different points of emphasis. The first focus of debate is over where conomists generally stand on the issue. Second, there are costs and benefits that accrue to the workers that the policies are dedicated to protecting. Third and lastly, there are divisions of opinion regarding what

employers have to offer in response to the state’s efforts to regulate worker wages. The synopses that follow are not intended to advocate for any given solution. Rather, there are difficult decisions that must be made in arriving at a conclusion. Even then, reasonable minds may differ. Any sober assessment of the policies that impose wage standards must contend with the logic of the labor market if it is to be genuinely honest about what results it can realistically deliver. 

Economists’ Opinion

Most contentious policies come to be settled through consulting with a class of experts. Economists study the effects of various proposals through the dispassionate evaluation of quantitative evidence. In this respect, economists indeed are sometimes seen as being in a “dismal profession” because of the insistence on simply delivering dispassionate analysis, which often requires the frank delivery of bad news. It is that willingness to do so that has earned the discipline enormous credibility and respect from peers in the social sciences. In this particular instance, consulting with the profession will not serve to settle the debate. There are active disputes within the discipline on the effectiveness of minimum wage hikes.

On the center-left of the political spectrum, Vox website weighs in with an optimistic account of the consensus within the profession: “[T]he consensus among economists is that small increases in the minimum wage have small if any negative effects on employment.” (Soltas, 2015). The emphasis in the quote is on the incremental nature of the wage increases. The intent is for wages to keep pace with inflation. The source of this generally upbeat appraisal is a survey conducted under the auspices of the Initiative on Global Markets at the Booth School of Business (University of Chicago), in which a plurality (42%) of economists agreed with the following statement: “The distortionary costs of raising the federal minimum wage to $9 per hour and indexing it to inflation are sufficiently small compared with the benefits to low-skilled workers who can find employment that this would be a desirable policy.” The article’s author concludes, “They weren’t sure, however, whether the increases would create unemployment. Most said that, on balance, the benefits exceed the costs” (Soltas, 2015).

The Foundation for Economic Education, a free-market think tank, fired back against that argument through citing other survey evidence. Their summary of the results of the Employment Policies Institute’s indicates a consensus of economists who are opposed to a slightly higher minimum wage. “72 percent of US-based economists oppose a federal minimum wage of $15.00 per hour” (Phelan, 2019). Digging deeper into the polling reveals a few pessimistic projections. “The majority of surveyed economists believe a $15.00 per hour minimum wage will have negative effects on youth employment levels (83%), adult employment levels (52%), and the number of jobs available (76%).” 

At the risk of confusing the battle lines even more, the non-partisan Congressional Budget Office (CBO) has produced projections on what at USD 15 minimum wage increase would do to the economy that offers something for critic and advocate alike.  There is a two-thirds chance that the change in employment would be between zero and a decrease of 3.7 million workers. The number of people with annual income below the poverty threshold in 2025 would fall by 1.3 million. (CBO, 2019) In sum, many workers could lose their jobs, but the measure would still likely yield a notable reduction in poverty.  

The Effect of Wage Floors on Workers

Expert opinion matters in terms of influencing debate but so does that of another important constituency, those whose lives are affected by policy changes. After all, it is only right to consider the impact a given policy has on those it is intended to help. As with the economists’ collective sentiments on the question, the evidence bearing on the effects is also varied.

The New York Times begins a recent account on a positive tangent. The title of a 2020 article (Tedeschi, 2020) captures the feeling well, “Pay is Rising Fastest for Low Earners. One Reason? Minimum Wages.” The centerpiece of the article’s favorable stance is a review of a few indicators of worker wage data that support the proposition that minimum wage has had a particularly salutary effect, especially for those who tend to earn the least.

Wage pressure from minimum wage workers is magnified when you look at only the lowest wages. That’s because while minimum wage work makes up about 6 percent of all usual hours worked, it’s around 13 percent of hours worked by Americans in the bottom third of wages. As the analysis has shown us, wage growth at the bottom is doing well. It has been around 4.1 percent over the last two years—above the 3.6 percent at the top end, and above the overall average of 3.9 percent. (Tedeschi, 2020) In effect, this evidence underlines how minimum wage increases can work to diminish wage inequality. Vox’s survey of the published research bearing on the question bolsters the same point.

Of the 54 published estimates on the relationship between the minimum wage and poverty, 48 find that increases in the minimum wage reduce poverty. The average effect is that a 20 percent increase in the minimum wage would reduce the poverty rate by 1.5 percent. (Soltas, 2015) A National Bureau of Economic Research working paper, which studied an implementation of minimum wage hikes in the city of Seattle from USD 9.47 to USD 11 in 2015 and then to USD 13 in 2016, produced conclusions that contrast with those above.

[W]e conclude that the second wage increase to $13 reduced hours worked in low-wage jobs by 6–7 percent, while hourly wages in such jobs increased by 3 percent. Consequently, total payroll for such jobs decreased, implying that the Ordinance lowered the amount paid to workers in low-wage jobs by an average of $74 per month per job in 2016. (Jardim et al., 2017) There appears to be a missing piece of the equation, with the greater pay rate appearing simultaneously with reduced overall pay: a decrease in employment.

To recapitulate, the intent that motivates the increase of wages to be paid to largely entry-level food service jobs is to lift the poorest among us. A closer look at the data indicate these policies might be missing the mark on this expectation. In an Econofact.org analysis, an economist at Texas A&M University summarizes: “The workers who benefit from a higher minimum wage are not necessarily those one would target if the purpose of this policy is poverty alleviation” (Meer, 2018). He continues on the point, “Just 14 percent of families with a minimum wage worker receive SNAP assistance (Food Stamps).” So if the poorest of the poor are not benefiting from the intervention, who is?  One explanation sees in the pattern a veritable “Matthew effect.” The term is encapsulated in the common observation that “the rich get richer.” The phrase has its roots in the Gospel of Matthew’s parable of the talents: a master leaves a similar sum of riches with several of his slaves; upon his return, those that have successfully invested the funds, as opposed to having buried the sum, receive yet more from the master. A piece on a conservative website, The Federalist, explains the connection. Younger workers from wealthy families have cultural advantages over low-skilled adults that help them keep their jobs in tough times. They’re often better educated, have the resources to dress professionally, and have been socialized to interact with superiors. They have more connections and social capital—a restaurant is less likely to fire a young man whose father knows the owner. (Adorney, 2017) Furthermore, the article states, “[t]hese employees also have more reliable transportation than their counterparts do.”

That offers an advantage over other employees who must rely on public transportation.

In short, employers who are forced to pay higher wages to employees become more discriminating when selecting candidates. The emphasis is to find those who represent less risk. These decisions work to exclude those who would benefit most from the opportunity.Employer Responses to Minimum Wage Increases Just as economists’ opinions differ and the effects of minimum wage increase vary across the work force, there are alternate patterns of how employers cope with the spike in labor costs. The most obvious effects are outlined in the section above. Employees that are retained following the change in minimum wage status quo enjoy the benefits of a greater pay rate. What that means is a bigger paycheck, or at the very least one that does a more adequate job of keeping pace with inflation. The purchasing power of the recipient and the

family they may be supporting increases as well. A more-satisfied employee is also one who is likely to be more dedicated to the betterment of the enterprise that employs them as well. The greater sense of worth precipitates greater buy-in, which ought to serve both parties in the labor bargain better in the long run.

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