Especially in larger workplaces those in higher positions have privileges to defend against those on lower levels of the hierarchy. Those at the top level have little interest in discussing with their underlings about who is deserving of fat options and who is not. The typical features of large organisations worsen the situation. Almost all organisations diminish human opportunities for self-fulfilment. This happens both in the private and public sector, as well as in the academic world and the trade union movement.
Large organisations tend to compartmentalise the individual.
In the trade union movement, for example, people are compartmentalised according to their line of work and union activists are compartmentalised according to their political views and status. The element of mistrust cannot be removed by any other means than trying to find a common interpretation of a common reality. In workplace development task forces there are usually representatives ranging from directors to messengers. It is the directors and the experts who dominate these discussions. Those employees who have less power and the least education should be given better opportunities to express themselves.