Sonstige Informationen » Weighting Aspect

The majority of companies employ their staff on a time basis. The employee is contracted to work so many hours each week and is paid for each one of those hours.


The questions ?


Pay-for-Time versus Pay-for Performance


If an employee is employed simply to be somewhere and not have any other function then it may be understandable that they are paid solely on how many hours they are there. A few - very few - examples come to mind: perhaps a security guard who simply reports what he or she sees or is simply there as a deterrent to would-be thieves; perhaps somebody who is employed to monitor how many cars pass through a particular junction. Hey Knockoff Shoes , wait a minute, surely the security guard needs to look smart and have his or her top button fixed; the car-counter must ensure that an accurate record is being kept?


Well, the more enlightened companies tend to pay on a mixed basis with time still being the main element and quality elements such as smartness or accuracy, for example, being used to top up the salary. However Knockoff Adidas Superstar Shoes , with many jobs should this be taken one stage further? Surely most companies want their staff to complete the tasks they have been set? Many jobs are not directly dependent on the clock at all. They are more dependent on getting the job done. Admittedly, a call-centre salesperson may be tied to their desk (some might say chained!) for a fixed period of time. Yes, they have tasks to fulfil, but they are governed largely by the clock. However, the labourer Knockoff Superstar Shoes Online , electrician, plumber, postman, sales manager, buyer etc etc are largely judged on getting the job done. Why shouldn't a fast postman Knockoff Superstar Shoes From China , for example, be allowed to go home early on full pay - if they have completed their round? By the same token, shouldn't the slow postman be made to stay until the job is done, without any extra pay? Further still, shouldn't the fast postman be permitted to carry out a second round in one day and double his pay? Of course I have simplified the argument to make the point. Many postal organisations do have a policy of paying for the round (or perhaps paying according to how many letters are posted) - but many do not. Why? Why are so many companies paying on a time basis when this does not fit the goal of the organisation? Take builders. If a house could be built simply by having a load of builders turn up on time and stay for 8 hours each day then house building would be very easy indeed. No Knockoff Superstar Shoes China , builders should surely be paid for their productivity. Turning up for 8 hours a day doesn't really come into it.


Speed versus Quality


I think I partly know the answer to my own question. I have omitted quality, of course. Take builders. Just being fast is only part of their job. They also must work safely. Skilled builders must do a quality job, not just hit the deadline. The postman must post the letters to the right addresses: if he tries to squeeze in an extra round he may not achieve this in the rush. Because this balance must be struck in most jobs - the speed versus quality balance, it is easier for companies to simply pay on a time basis, and manage staff within that framework.


Too Complicated - Too Difficult


Isn't this laziness on the part of employers? Wouldn't is be better to analyze each job and work out the best way to pay staff. Surely the salesman's salary should be mainly weighted towards sales with minor weighting given towards administration Wholesale Knockoff Superstar Shoes , keeping up corporate policies and image etc. Shouldn't a labourer's pay be weighted with safety record at say 55% and productivity at 45%? And what about our postman, wouldn't it be better if his pay rewarded quality and speed in roughly equal measure? No, say many employers, this would not be better, it would be very complicated. Speed could be measured fairly easily but quality aspects require judgements. There are bound to be anomalies and accusations of unfairness Cheap Knockoff Superstar Shoes , say employers. It's simply easier to pay by time, make sure the staff turn up and then work on them.


I say that is the lazy approach. I don't accept that most quality measurements boil down to human judgement. Most measurements can be devised using established criteria, often simply based on mathematics.


Unfairness


It's unfair when a hard working member of staff is working alongside a lazy here-for-the-ride good-for-nothing waste-of-space employee and both are paid by time and both on the same rate of pay. That is surely unfair. While the bad staff stay bad and the good staff turn bad and demoralised, the SEO sits in his ivory tower saying that it is too hard to pay on performance indicators rather than by time alone while. Poor thing. Let's put the SEO on a pay-by-performance system and see if things change! Yes, let's take away his salary and give him a small chunk of the company. Now he is a part-owner Knockoff Superstar Shoes , how does he feel about free-riders using up his money?


Progress


Pay-by-time goes back to factory work and sweat shops from the last century and the century before, when the machines kept running and the staff simply had to turn up and sew, or put this gismo into that gismo etc. Yes, there are still sweat shops around the world, but even many of them are more sophisticated these days with staff being paid on quality criteria. In fact Knockoff Shoes Online , many factories are leading the way in pay-for-performance. I would say that it is in administration and even is some professional work where there is a stubborn lack of progress.


Chef Example


Take, as an example, a chef. I would class this as a professional job. Yet many establishments pay their chefs according to how many hours they have worked. OK, they may not clock on and clock off, but they will be expected to put in a week's work for a week's pay. As an illustrative example only Knockoff Shoes From China , why not pay on this basis:


Weighting Aspect


60% Profit achieved


20% Michelin Star (or similar)


10% There are a ton o. Cheap Jerseys China Cheap Jerseys From China Cheap Jerseys Wholesale Cheap Authentic Jerseys Cheap Jerseys China Free Shipping Cheap Jerseys Cheap Jerseys From China Cheap Jerseys Free Shipping Wholesale NFL Jerseys China Cheap NFL Jerseys China