seniority-based wages

简明释义

资历序列工资

英英释义

例句

1.In many companies, employees receive seniority-based wages 基于资历的工资 that increase with their years of service.

在许多公司，员工的工资是基于资历的工资 基于资历的工资，随着服务年限的增加而增加。

2.The union negotiated a contract that included seniority-based wages 基于资历的工资 to reward long-term employees.

工会谈判了一份合同，其中包括基于资历的工资 基于资历的工资以奖励长期员工。

3.Employees often feel more secure in their positions when seniority-based wages 基于资历的工资 are implemented.

当实施基于资历的工资 基于资历的工资时，员工通常会感到他们的职位更加安全。

4.With seniority-based wages 基于资历的工资, newer employees may feel undervalued compared to their more experienced colleagues.

通过基于资历的工资 基于资历的工资，新员工可能会感到与更有经验的同事相比被低估。

5.Some organizations prefer seniority-based wages 基于资历的工资 because it promotes loyalty among employees.

一些组织偏好基于资历的工资 基于资历的工资，因为它促进了员工的忠诚度。

作文

In today's competitive job market, companies are constantly seeking ways to retain their employees and ensure productivity. One approach that some organizations adopt is the use of seniority-based wages, a compensation system that rewards employees based on their length of service within the company. This method has its advantages and disadvantages, which can significantly impact employee morale and overall organizational effectiveness.The primary advantage of seniority-based wages (基于资历的工资) is that it encourages employee loyalty. When workers see that their efforts and dedication are rewarded over time, they are more likely to stay with the company for the long haul. This stability can lead to a more experienced workforce, which can enhance productivity and efficiency. Additionally, seasoned employees often possess valuable institutional knowledge that can be beneficial for mentoring newer staff and improving overall team dynamics.Moreover, seniority-based wages can simplify the compensation structure within a company. Employers can establish clear pay scales based on tenure, making it easier to manage payroll and reduce disputes over salary negotiations. This transparency can foster a sense of fairness among employees, as everyone understands how their pay is determined.However, there are also notable downsides to implementing a seniority-based wages system. One significant concern is that it may discourage high performance among employees. If workers know that their pay increases are solely based on their length of service rather than their contributions or achievements, they may lack motivation to excel in their roles. This can lead to complacency, where employees do just enough to get by without striving for excellence.Additionally, this wage system can create a disparity between younger, high-performing employees and older, less productive ones. For instance, a newer employee who consistently exceeds targets may earn less than a long-tenured colleague who is no longer contributing at the same level. This situation can lead to resentment and dissatisfaction among high achievers, ultimately harming team morale and collaboration.Another challenge of seniority-based wages is that it may not attract top talent in competitive industries. Skilled professionals often seek environments where their skills and accomplishments are recognized and rewarded. If a company primarily focuses on tenure rather than merit, it may struggle to recruit and retain the best candidates, potentially hindering innovation and growth.In conclusion, seniority-based wages (基于资历的工资) offer both benefits and challenges for organizations. While they can promote loyalty and simplify pay structures, they may also lead to decreased motivation and inequities among employees. Companies must carefully consider their goals and workforce dynamics when deciding whether to implement such a wage system. A balanced approach that incorporates both seniority and performance metrics may provide a more effective solution, allowing organizations to reward loyalty while also fostering a culture of excellence and achievement. By doing so, companies can create a more engaged and motivated workforce, ultimately driving success in an ever-evolving business landscape.

在当今竞争激烈的就业市场中，公司不断寻求留住员工和确保生产力的方法。一些组织采用的方法是使用基于资历的工资，这是一种根据员工在公司服务年限来奖励员工的薪酬制度。这种方法有其优缺点，这些优缺点可能会显著影响员工士气和整体组织效能。基于资历的工资（seniority-based wages）的主要优点是它鼓励员工忠诚。当员工看到他们的努力和奉献随着时间的推移而获得回报时，他们更可能长期留在公司。这种稳定性可以导致更有经验的劳动力，从而提高生产力和效率。此外，资深员工通常拥有宝贵的内部知识，这对指导新员工和改善整体团队动态是有益的。此外，基于资历的工资可以简化公司内的薪酬结构。雇主可以根据任期建立明确的薪资等级，使得管理工资变得更加容易，并减少薪资谈判中的争议。这种透明度可以在员工之间培养一种公平感，因为每个人都明白自己的薪水是如何决定的。然而，实施基于资历的工资系统也存在显著的缺点。一个主要的担忧是，它可能会抑制员工的高绩效。如果员工知道他们的加薪完全基于服务年限而不是贡献或成就，他们可能缺乏在角色中出色表现的动力。这可能导致自满，员工只是勉强应付，而不追求卓越。此外，这种工资制度可能会在年轻高绩效员工和年长低生产力员工之间造成差距。例如，一名新员工如果始终超额完成目标，可能会赚得比一名在同一职位上工作了较长时间但不再贡献的同事少。这种情况可能导致高绩效者之间的不满和不满意，最终损害团队士气和合作。基于资历的工资的另一个挑战是，它可能无法吸引竞争行业中的顶尖人才。熟练的专业人士通常寻求能够认可和奖励其技能和成就的环境。如果一家公司主要关注任期而不是绩效，它可能会在招聘和留住最佳候选人方面面临困难，从而潜在地阻碍创新和发展。总之，基于资历的工资（seniority-based wages）为组织提供了好处和挑战。虽然它们可以促进忠诚并简化薪酬结构，但它们也可能导致员工之间的动力下降和不平等。公司在决定是否实施这种工资制度时，必须仔细考虑其目标和员工动态。结合资历和绩效指标的平衡方法可能提供更有效的解决方案，使组织能够在奖励忠诚的同时培养卓越和成就的文化。通过这样做，公司可以创造一个更具参与感和积极性的劳动力，从而在不断变化的商业环境中推动成功。