标题: [讨论]★有关奖励分配的论点和论据（3篇） [打印本页]
作者: excellent 时间: 2003-10-20 19:49 标题: [讨论]★有关奖励分配的论点和论据（3篇）
有关奖励分配的论点和论据
3、“corporations and other businesses should try to eliminate the many ranks and salary grades that classify employees according to their experience and expertise. a ‘flat’ organizational structure is more likely to encourage collegiality and cooperation among employees.”
“有限公司和其他商业机构应该尽力消除根据员工经验和技术划分员工的许多职称和工资等级。一个扁平的组织结构更可能鼓励员工间的共同掌权和共同合作。”
21、“job security and salary should be based on employee performance, not on years of service. rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity.”
“工作保险和工资应该建立在雇员绩效的基础上而非工作年限上。主要根据工作年限奖励员工不利于人们保持高水平的生产力。”
72、“companies should not try to improve employees’ performance by giving incentives — for example, awards or gifts. these incentives encourage negative kinds of behavior instead of encouraging a genuine interest in doing the work well.”
“公司不应该使用诸如奖金或礼物之类的刺激手段改善员工的表现。这种刺激鼓励不好的举动而非要把工作做好的真实兴趣。”
这两个题目被我在《★GMAT作文常考题目总结★》 设为第一类：工商管理---奖励分配（3篇），有的同志认为题目较难，那就让我们先来讨论讨论。
请大家以这样的格式来书写：
1、论点：
2、论据：
谢谢大家的参与！
[em10][em10][em10]
孙远《gmat写作》中的论点和论据如下：
3、
Position: A "flat" organizational structure does more harm than good in promoting collegiality and cooperation in business.
A: It goes against human nature to eliminate the differences between employees in terms of ranks and rewards on the basis of experience and expertise.
B: A hierarchical structure is characterized by specialization of tasks, appointment by merit, provision of career opportunities for members, rationalization of activities, and a rational organizational climate, all of which contribute to effective cooperation among employees.
C: Of course, a hierarchical structure is likely to suffer from a bloated and costly staff, slow reactions to changing environment and political infighting among individuals and work units.
21、
Position: While I agree that salary increases and job security are powerful incentives to high achievement and should generally go to those who do the best work, I maintain that companies must also reward renured employees with cost-of-living raises--though not with job security.
A: Companies should adjust their pay schedules so that the largest salaries go to the most profuctive emplyees.
B: Meanwhile, tenured employees who perform their job satisfactorily should be given regular, though small, service-based pay increases.
72、
Position: I believe that the productivity inspired by thoughtful incentive programs will very likely outweigh any negative consequences.
A: A well-designed incentive program can motivate workers to complete for excellence.
B: Encouragement in terms of awards or gifts is more effective than punishments in driving worker to do their best for the company.
C: Admittedly, incentive programs can be counterproductive when the distribution of rewards appears to be personally baised, when the program recognizes just one kind among many important jobs in the organization, or when there are too few rewards available.
[此贴子已经被作者于2003-10-21 12:31:55编辑过]
作者: excellent 时间: 2003-10-20 20:05
我个人拙见
3、
论点：根据员工的经验和技术能力来划分员工的职称和工资等级是合理的，也是必需的。
论据：员工之间的经验、能力差别是客观存在的，且需要在工资报酬、职称和其他待遇方面体现出来。如果这种差异不被体现，人们将不会有获取经验、增长知识和提高技能的激情与动力，社会的发展将受到阻碍。一个扁平的组织结构，会使员工们丧失竞争的欲望和进步的动力，最终影响到公司或商业机构的利润获得。
21、
论点：工作保险和工资报酬的确应该建立在雇员能力及表现的基础上，但根据工作年限适当地给予员工工资的增长也会促进企业的稳定和发展。
论据：根据雇员的能力和表现分配工作保险和工资报酬是合理的，这样做会鼓励鼓励雇员们提高技能水平，努力工作，最终提高企业业绩，实现利润增长。根据工作年限适当地给予一些忠心的但也非常满足现状的雇员工资上的增长、生活上的补贴会使得这些职工更加忠心，同时体现出企业的优越性，提高了声誉和名望，使企业的优秀人才不易流失。
72、
论点：理论上说，公司使用给予奖金或礼物等手段刺激和激励员工的表现是可行的，但是这种做法有时会带来不好的举动或影响，因此，公司内部奖惩制度应该仔细研究，认真设定。
论据：公司给予表现出色的员工物质或精神上的奖励既会激励优秀员工更好的表现，又会鼓励普通员工认真努力地工作，最终将促进公司的发展。承认，由于物质上和精神上的奖励分配不可能绝对的公平与正确，可能会导致部分员工心存不满，甚至做出不好的举动。所以，公司内部的奖惩制度应不断完善，使得奖励分配更加的公平与公正。
[em10][em10][em10]
[此贴子已经被作者于2003-10-21 12:31:06编辑过]
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