It depends a bit on the market for labour. In Norway employers are organised to a higher degree than workers are in unions (IMNHO because business owners understand economics and will readily seek to strengthen their position and lower risk, while workers are more easily sold on the naive dream of individual success through "hard work"). But either way increaaed pay and better work conditions has largely been a result of collective bargaining and strikes. And most employers aren't free to simply give anyone any kind of benefits, because through their employer organisation they've already agreed to collective bargaining. Any employer is free to not organise - but like a worker without a union will most likely just put themselves in a poorer bargaining position.
As for highly individual compensation - that would (should) depend on being able to tell how much value a person brings in. And apart from sales, I don't know of many positions where there's a good way to measure that - especially if you try to consider the collective efficiency of a company. Is taking time out of your day to train new employees a net gain for the company? Should you be rewarded or punished if it is?
And there's the long time perspective to consider: should all workplaces cater to workers of all ages, and in life phases? Do you place different demands on an 18 year old, a 30 year old and a 60 year old worker?
As for highly individual compensation - that would (should) depend on being able to tell how much value a person brings in. And apart from sales, I don't know of many positions where there's a good way to measure that - especially if you try to consider the collective efficiency of a company. Is taking time out of your day to train new employees a net gain for the company? Should you be rewarded or punished if it is?
And there's the long time perspective to consider: should all workplaces cater to workers of all ages, and in life phases? Do you place different demands on an 18 year old, a 30 year old and a 60 year old worker?