GWD23 Q11 急求解答~

haze619

The myth that labor rates and labor costs are equivalent is supported by business journalists, who frequently confound the two.For example, prominent business journals often remark on the “high” cost of German labor, citing as evidence the average amount paid to German workers.The myth is also perpetuated by the compensation-consulting industry, which has its own incentives to keep such myths alive. First, although some of these consulting firms have recently broadened their practices beyond the area of compensation, their mainstay continues to be advising companies on changing their compensation practices.Suggesting that a company’s performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants’ interests.Furthermore, changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization, so managers are more likely to find such advice from consultants palatable.Finally, to the extant that changes in compensation create new problems, the consultants will continue to have work solving the problems that result from their advice.
The author of the passage suggests which of the following about the advice that the consulting firms discussed in the passage customarily give to companies attempting to control costs?

A.It often fails to bring about the intended changes in companies’ compensation systems.

B.It has highly influenced views that predominate in prominent business journals.

C.It tends to result in decreased labor rates but increased labor costs.

D.It leads to changes in companies’ compensation practices that are less visible than changes to work processes would be.

E.It might be different if the consulting firms were less narrowly specialized.

答案是A
我不太明白。。。原文中说改变工资系统可能不如其他方法有效。但是A说的是经常没法按照计划改变工资系统，不一样啊。况且后文还说changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization，这说明A中的bring about the intended changes in companies’ compensation systems并不难啊。。。为啥还often fail呢。。。
还有四天就考了，急求解答~~


The author of the passage suggests which of the following about the advice that the consulting firms discussed in the passage customarily give to companies attempting to control costs?

A.It often fails to bring about the intended changes in companies’ compensation systems.

B.It has highly influenced views that predominate in prominent business journals.

C.It tends to result in decreased labor rates but increased labor costs.

D.It leads to changes in companies’ compensation practices that are less visible than changes to work processes would be.

E.It might be different if the consulting firms were less narrowly specialized.

答案是A
我不太明白。。。原文中说改变工资系统可能不如其他方法有效。但是A说的是经常没法按照计划改变工资系统，不一样啊。况且后文还说changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization，这说明A中的bring about the intended changes in companies’ compensation systems并不难啊。。。为啥还often fail呢。。。
还有四天就考了，急求解答~~

chchencheng

Finally, to the extant that changes in compensation create new problems, the consultants will continue to have work solving the problems that result from their advice.
所以是often fail吧……这句话的意思不是就是说通常还会带来其他的问题还需要继续解决么 不也就是没解决么……
恩这个是我的看法

haze619

首先，谢谢你及时的回复
定位至最后一句，我确实之前没考虑过，有启发。
但是，我还是不太明白，最后一句说changes in compensation create new problems（发生了change但是产生了新问题）。但是A说fails to bring about the intended changes in companies’ compensation systems（根本就没有带来预期的changes，也就是连changes都没有）。这两处我总是感觉无法衔接。
望解答

hjbb1027

Many managers are influenced by dangerous myths about

pay that lead to counterproductive decisions about how their

companies compensate employees.  One such myth is that labor

rates, the rate per hour paid to workers, are identical with

labor costs, the money spent on labor in relation to the

productivity of the labor force. This myth leads to the

assumption that a company can simply lower its labor costs

by cutting wages.  But labor costs and labor rates are not

in fact the same:  one company could pay its workers

considerably more than another and yet have lower labor

costs if that company’s productivity were higher due to the

talent of its workforce, the efficiency of its work

processes, or other factors.  The confusion of costs with

rates persists partly because labor rates are a convenient

target for managers who want to make an impact on their

company’s budgets.  Because labor rates are highly visible,

managers can easily compare their company’s rates with

those of competitors.  Furthermore, labor rates often appear

to be a company’s most malleable financial variable:  

cutting wages appears an easier way to control costs than

such options as reconfiguring work processes or altering

product design.

    The myth that labor rates and labor costs are equivalent

is supported by business journalists, who frequently

confound the two.  For example, prominent business journals

often remark on the “high” cost of German labor, citing as

evidence the average amount paid to German workers.  The

myth is also perpetuated by the compensation-consulting

industry, which has its own incentives to keep such myths

alive. First, although some of these consulting firms have

recently broadened their practices beyond the area of

compensation, their mainstay continues to be advising

companies on changing their compensation practices.  

Suggesting that a company’s performance can be improved in

some other way than by altering its pay system may be

empirically correct but contrary to the consultants’

interests.  Furthermore, changes to the compensation system

may appear to be simpler to implement than changes to other

aspects of an organization . so managers are more likely to

find such advice from consultants palatable.  Finally, to

the extant that changes in compensation create new problems,

the consultants will continue to have work solving the

problems that result from their advice