[讨论]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。”
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.
