That's never been my experience. I've seen people add tons of quantifiable value to a business, including dock loaders, customer facing staff, and even cleaners but in spite of their value being quantifiable they weren't rewarded. Clients and customers would literally say that staff is why they came back, but nothing.
Your post seems to be largely a THEORY of why salaries are set the way they are. In my experience social "value" seems to be a far bigger indicator of future salary rather than actual historical value. Meaning people are paying for perception, not measurements.
You can see that just by looking at affluence typically white kids flowing from private schools, to named colleges, straight into the financial sector. When did they generate historical value for the business when they were hired at double the natural average salary?
Do you think having Obama's daughter on staff will bring in more clients?
I mentioned that explicitly in my theory by pointing out that it is the ability to convince others that you add value, not necessarily the value added itself.
I think your confusion stems from the fact that society does not decide salaries. In the private sector, salaries are based on how much one's involvement in some endeavor causes that endeavor to generate more revenue (or how much you can convince someone your involvement generates more revenue), combined with how easy it would be to find someone willing to do the same job with the same impact at a lower rate. If the value add is high and there is no one able or willing to do what you do for cheaper, you will have a high salary. If you add little value, and no one is willing to do what you do, you will be fired and likely not replaced -- they'll do without. If you add lots of value, but someone else is willing to do your job for less, you will be kept around if you accept a lower salary. If you add little value and someone else is willing to do your work, they will be hired for a lower salary. This isn't rocket science.