indirect piecework wage

简明释义

间接计件工资

英英释义

例句

1.The factory implemented an indirect piecework wage system to reward employees based on overall team performance rather than individual output.

工厂实施了间接计件工资制度，以根据整体团队表现而非个人产出奖励员工。

2.The indirect piecework wage system helps to improve the quality of work since everyone is invested in the final product.

由于每个人都对最终产品投入，因此间接计件工资制度有助于提高工作质量。

3.The management decided to switch from a direct payment system to an indirect piecework wage to foster teamwork.

管理层决定从直接支付系统转变为间接计件工资，以促进团队合作。

4.Employees under the indirect piecework wage scheme often report higher job satisfaction due to shared success.

在间接计件工资计划下，员工通常报告更高的工作满意度，因为他们分享成功。

5.In our workshop, we use an indirect piecework wage model to encourage collaboration among workers.

在我们的车间，我们使用间接计件工资模式来鼓励工人之间的合作。

作文

In the modern economy, various wage systems are employed to motivate workers and enhance productivity. One such system is the concept of indirect piecework wage, which refers to a payment structure where employees earn compensation based on the amount of work completed, but with certain indirect factors influencing their earnings. This system is particularly relevant in industries where output can be easily quantified, such as manufacturing or agriculture.The indirect piecework wage system differs from direct piecework wages, where workers are paid solely based on the number of units they produce. In contrast, the indirect version takes into account additional elements, such as the quality of the work, teamwork, and even the overall performance of the department or company. For instance, if a factory produces a high volume of goods but also incurs a high rate of defects, the wages might be adjusted to reflect the quality issues, thereby impacting the overall earnings of the workers.This wage system can have both positive and negative effects on employee motivation. On the one hand, it encourages workers to collaborate and support each other, fostering a sense of community and teamwork. Workers may feel more inclined to assist their colleagues, knowing that their collective efforts can lead to higher quality outputs and, consequently, better wages for everyone involved. Moreover, the indirect piecework wage system can help to reduce competition among workers, as they are not solely focused on their individual output but rather on the team's overall performance.On the other hand, this system can also lead to frustrations among employees. If workers perceive that their efforts are not being adequately recognized or rewarded due to factors outside of their control, such as a poorly performing team member or inefficiencies in the production process, it may result in decreased morale. Furthermore, the complexity of calculating these wages can lead to misunderstandings and disputes, particularly if the criteria for determining pay are not clearly communicated.To implement an effective indirect piecework wage system, employers must establish clear guidelines and metrics for measuring both individual and team performance. Transparency in how wages are calculated is essential to ensure that employees feel fairly compensated for their contributions. Regular feedback sessions can also help address concerns and keep workers engaged and motivated.In conclusion, the indirect piecework wage system represents a nuanced approach to employee compensation, balancing individual productivity with the importance of teamwork and quality. While it has the potential to foster collaboration and improve overall performance, careful management and communication are crucial to avoid pitfalls associated with this wage structure. Employers who successfully navigate these challenges can create a more harmonious and productive workplace, ultimately benefiting both the employees and the organization as a whole.

在现代经济中，各种工资制度被用来激励工人并提高生产力。其中一种制度是间接计件工资的概念，指的是一种支付结构，员工根据完成的工作量获得报酬，但有某些间接因素影响他们的收入。该系统在可以轻松量化产出的行业中特别相关，例如制造业或农业。间接计件工资系统与直接计件工资不同，后者的工人仅根据他们生产的单位数量获得报酬。相反，间接版本考虑了额外的元素，如工作的质量、团队合作，甚至部门或公司的整体表现。例如，如果一家工厂生产了大量商品，但也产生了高比例的缺陷，工资可能会调整以反映质量问题，从而影响工人的整体收入。这一工资制度对员工激励既有积极影响，也有消极影响。一方面，它鼓励工人合作和相互支持，培养社区和团队合作的意识。工人可能更愿意帮助同事，因为他们知道集体努力可以导致更高的质量输出，从而为每个人带来更好的工资。此外，间接计件工资系统可以帮助减少工人之间的竞争，因为他们不仅关注个人产出，还关注团队的整体表现。另一方面，这一制度也可能导致员工的不满。如果工人认为由于超出他们控制范围的因素（如表现不佳的团队成员或生产过程中的低效）而未能得到应有的认可或报酬，可能会导致士气下降。此外，计算这些工资的复杂性可能导致误解和争议，特别是如果确定薪酬的标准没有明确传达。为了有效实施间接计件工资系统，雇主必须建立明确的指导方针和衡量个人及团队表现的指标。薪酬计算的透明度对于确保员工感到公平补偿其贡献至关重要。定期反馈会议也可以帮助解决问题，并保持工人的参与和积极性。总之，间接计件工资系统代表了一种细致的员工补偿方法，平衡了个人生产力与团队合作和质量的重要性。尽管它有潜力促进合作并改善整体表现，但谨慎的管理和沟通对于避免与这一工资结构相关的陷阱至关重要。成功应对这些挑战的雇主可以创造一个更加和谐和高效的工作场所，最终使员工和组织整体受益。