piecework wage plus basic salary

简明释义

底薪计件工资

英英释义

例句

1.In our company, employees are paid a piecework wage plus basic salary to reward their hard work.

在我们公司，员工的薪酬为计件工资加基本工资以奖励他们的努力工作。

2.The construction workers prefer a piecework wage plus basic salary system because it allows them to earn more during busy seasons.

建筑工人更喜欢计件工资加基本工资的制度，因为它允许他们在繁忙季节赚更多的钱。

3.When applying for the job, I learned that the compensation includes a piecework wage plus basic salary.

在申请这份工作时，我了解到薪酬包括计件工资加基本工资。

4.The sales team earns a piecework wage plus basic salary based on the number of deals they close.

销售团队根据他们达成的交易数量获得计件工资加基本工资。

5.The factory workers receive a piecework wage plus basic salary to encourage higher productivity.

工厂工人获得计件工资加基本工资以鼓励更高的生产效率。

作文

In today's competitive job market, various compensation structures are employed to motivate and reward employees. One such structure is the combination of a basic salary and a performance-based pay system known as piecework wage plus basic salary. This approach not only provides financial security but also incentivizes workers to enhance their productivity. Understanding this concept is crucial for both employers and employees in order to foster a more efficient workplace.The term piecework wage plus basic salary refers to a payment model where employees receive a fixed base salary alongside additional earnings based on the quantity of work they produce. For instance, a factory worker might earn a monthly salary of $2,000, but for every unit produced beyond a certain target, they could earn an extra $10 per piece. This method aligns the interests of the employee with those of the employer, as higher productivity leads to increased earnings for the worker and improved profitability for the company.One of the significant advantages of the piecework wage plus basic salary system is the motivation it creates among employees. When workers know that their efforts directly correlate with their pay, they are likely to be more engaged and committed to their tasks. This can lead to a culture of high performance, where individuals strive to exceed their targets. Furthermore, this model can help attract talent, as many individuals prefer a pay structure that rewards hard work and efficiency.However, there are challenges associated with this payment structure. For instance, it may lead to unhealthy competition among employees, as individuals might prioritize quantity over quality in their work. This can result in subpar products or services, damaging the company's reputation. Employers must strike a balance by ensuring that while productivity is rewarded, quality standards are also maintained. Implementing regular quality checks and offering bonuses for high-quality work can help mitigate this issue.Another potential downside is that the piecework wage plus basic salary system may not be suitable for all types of jobs. In roles where output is difficult to measure or where teamwork is essential, such as in creative industries or collaborative projects, this model may not be effective. Employers need to assess the nature of the work and the team dynamics before implementing this compensation structure.In conclusion, the piecework wage plus basic salary model offers a compelling way to motivate employees and enhance productivity. By providing a stable income along with performance-based incentives, this system can create a win-win situation for both employees and employers. However, it is essential to consider the specific context of the work environment and to implement measures that ensure quality is not compromised. As businesses continue to evolve, understanding and adapting compensation strategies will remain a key factor in achieving success and maintaining a motivated workforce.

在当今竞争激烈的就业市场中，各种薪酬结构被用来激励和奖励员工。其中一种结构是基本工资与基于绩效的薪酬体系的结合，称为计件工资加基本工资。这种方法不仅提供了经济保障，还激励工人提高生产力。理解这一概念对于雇主和员工来说至关重要，以促进更高效的工作场所。术语计件工资加基本工资指的是一种支付模式，其中员工除了获得固定的基本工资外，还根据他们生产的工作数量获得额外收入。例如，一名工厂工人的月薪可能是2000美元，但每超过一定目标生产的单位，他们可以获得每件10美元的额外收入。这种方法将员工的利益与雇主的利益对齐，因为更高的生产力会给工人带来更多的收入，同时也提高了公司的盈利能力。计件工资加基本工资制度的一个显著优点是它在员工中创造的激励。当工人知道他们的努力与薪水直接相关时，他们更有可能投入更多精力并承诺完成任务。这可以导致高绩效文化的形成，个人会努力超越他们的目标。此外，这种模式还可以帮助吸引人才，因为许多人更喜欢一种奖励辛勤工作和效率的薪酬结构。然而，这种薪酬结构也存在挑战。例如，它可能导致员工之间的不健康竞争，因为个人可能会优先考虑工作数量而非质量。这可能导致产品或服务质量不佳，从而损害公司的声誉。雇主必须通过确保在奖励生产力的同时，也保持质量标准来找到平衡。实施定期质量检查和为高质量工作提供奖金可以帮助缓解这个问题。另一个潜在的缺点是，计件工资加基本工资制度可能不适合所有类型的工作。在输出难以衡量或团队合作至关重要的角色中，例如创意行业或协作项目，这种模式可能效果不佳。雇主需要评估工作的性质和团队动态，然后再实施这种薪酬结构。总之，计件工资加基本工资模型提供了一种激励员工和提高生产力的有效方式。通过提供稳定的收入以及基于绩效的激励，这种系统可以为员工和雇主创造双赢的局面。然而，考虑工作环境的具体情况并实施确保质量不受影响的措施至关重要。随着企业的不断发展，理解和调整薪酬策略将始终是实现成功和保持员工积极性的关键因素。