Synopsis
This historic book may have numerous typos and missing text. Purchasers can download a free scanned copy of the original book (without typos) from the publisher. Not indexed. Not illustrated. 1922 Excerpt: ...to fix it so high that the average employer is likely to pay no more to better workmen because their excess production only averages up the deficient production of the poorer workers who receive the sa;:e pay. This system is used for ease of wage computation as well a.'? to encourage superior-.ork. Recognition of differ,ices of utput, desire to pay men according to their deserts, and ese of cost coir, utations, pave the way for the piece r. te system. This system frequently fails because it is based on cost psychology. She cost accountant sees the high pay roll and in the bach of the average executive's:i.i::d is the idea '.hat a man in a cert;in class should earn approximately a reiver, amount Iek' no icre.-f his earnings go too high acjording to this standard, tlie rate is cut, and there follows the usual sequence of events with which we are all too familiar. Profit-sharing is based or. the.rinc iple that men should share in the economies they help effect, arc' that offeri "g such a sharing is an incentive to economies. L'rof it-sharing succeeds wher--t ho or her is first educated to see that by v/orking i.. an organisation he actually makes an investment and can safeguard that investment and increase its returns bj more efficient v.ork. The various bonus plans a e fran-attempts to induce the v.orker to greater efforts. hey recognize differe. ces in capacity amon.-. me., and seen to reward ti.e greater capacity, while sharing the benefits with the i.anagement, usually without u-duly penalising the poorer worker. The bonus plans are also used in lieu of other devices to effect desired reactions on the part of workers, as witness the Multiplicity of bonuses offered by Joseph and keiss. There is apparent a growing tendency to separate the problem of wag...
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