本质上还有其他意味着也可以用来决定是否管理人员工资、奖金、股票期权和福利是公平的。例如,哎呀& Bose(2009)指出,劳动力市场管理是指通过一个组织可以决定组织的工资和其他福利支付低于市场或以上市场。这可以确定意味着不同的候选人申请填写管理在组织中的位置以及他们是否接受一份工作职位或拒绝工作位置时,他们得到了这个职位。哎呀& Bose(2009)强调,如果组织已经成功地吸引人才与组织的竞争对手合作,这意味着组织已经支付公平或高于市场水平。然而,梅森et al。(2007)强调,它是很难评估的公平性薪酬,员工在制定决策工作,看着各种各样的事实,和补偿通常是这样的事实的一小部分员工时考虑就业的决定。
Haya, (1997) has pointed out that increasingly organizations in different parts of the world are shifting towards the use of employee stock options as this is the mean through which the financial banking sector could ensure that the organization perform according to its mandate and the long-term needs of the firm's shareholders are safeguard. But never the less, (Murphy, 2005) has found in his empirical study that group bonuses and healthy competition amongst the managerial staff for the accomplishment of organization's long-term goals and objectives prove the most efficient mean through which an organization could ensure the proper governance of the corporate enterprises. Mehran, (1995) is of the opinion that in most of the cases the executive compensation within an organization could ensure the corporate governance and could lead towards better realization of firm's long-term goals and objectives.
Essentially there are other means that could also be used to determined whether the managerial staff salaries, bonuses, stock options and fringe benefits are fair or not. For example, Gee & Bose, (2009) have pointed out that managerial labor market is a mean through which an organization could determine whether the salaries and other benefits that the organization is paying is below the market or above the market. This could be ascertained by mean of what different candidates have applied for filling the management position in the organization and whether they accept a job position or reject the job position when they were offered the position. Gee & Bose, (2009) have stressed that if the organization has been successful in attracting human talent who were working with the competitors of the organization, it means that what the organization has been paying is fair or above the market. However, Mason et al., (2007) has stressed that it is extremely difficult to assess the fairness of compensation that employee while making the job decision looks at variety of facts, and the compensation is usually a fraction of such facts that employee consider while making employment decision.