piece-rate system

简明释义

计件工资

英英释义

例句

1.Some critics argue that a piece-rate system 计件工资制 can lead to quality issues as workers may rush to complete more tasks.

一些评论家认为，计件工资制 计件工资制可能导致质量问题，因为工人可能会急于完成更多任务。

2.Under the piece-rate system 计件工资制, the more items you produce, the higher your paycheck will be.

在计件工资制 计件工资制下，你生产的物品越多，你的薪水就会越高。

3.Many agricultural workers prefer the piece-rate system 计件工资制 because it directly ties their pay to the amount of fruit they harvest.

许多农业工人更喜欢计件工资制 计件工资制，因为它将他们的工资直接与收获的水果数量挂钩。

4.In a factory, workers are paid based on their output under a piece-rate system 计件工资制, which incentivizes them to produce more.

在一家工厂，工人根据他们的产出获得报酬，采用计件工资制 计件工资制，这激励他们生产更多。

5.The piece-rate system 计件工资制 allows employees to earn more if they work efficiently and complete more tasks.

通过计件工资制 计件工资制，员工如果工作高效并完成更多任务，可以赚得更多。

作文

The concept of a piece-rate system has been a significant element in various industries, particularly in manufacturing and agriculture. A piece-rate system is a compensation structure where workers are paid a fixed rate for each unit they produce or complete, rather than receiving an hourly wage. This system can motivate employees to increase their productivity since their earnings directly correlate with their output. For example, in a factory setting, if a worker is paid $2 for every item they assemble, their total income will depend on how many items they can produce within a given time frame. One of the primary advantages of a piece-rate system is that it encourages efficiency. Workers are incentivized to work faster and smarter because their pay is tied to their performance. This can lead to increased production levels, which is beneficial for the employer as well. Additionally, it can foster a sense of ownership among employees, as they feel that their efforts directly impact their financial rewards. This system can also help businesses manage labor costs more effectively, as they only pay for the output produced rather than for hours worked, which can be especially advantageous during peak production times.However, there are also potential downsides to the piece-rate system. For instance, it may lead to a decline in product quality if workers prioritize speed over craftsmanship. When employees focus solely on maximizing their output, they might neglect important quality control measures, resulting in defective products. This can harm the company's reputation and lead to increased costs associated with returns or repairs.Moreover, a piece-rate system can create a competitive atmosphere among workers, which may not always be healthy. While competition can drive productivity, it can also lead to stress and anxiety, particularly if employees feel pressured to outperform their peers constantly. In some cases, this pressure can result in burnout, which ultimately affects overall productivity and workplace morale.Another concern with the piece-rate system is its applicability across different job roles. While it works well in environments where output can be easily measured, such as assembly lines, it may not be suitable for all types of work. For instance, jobs that require creativity or collaboration may not lend themselves to a piece-rate model, as the contributions of individual workers can be difficult to quantify.In conclusion, the piece-rate system offers both advantages and disadvantages. It can significantly boost productivity and provide financial incentives for workers, but it also has the potential to compromise quality and employee well-being. Employers considering implementing a piece-rate system should weigh these factors carefully and consider whether it aligns with their business goals and the nature of the work being performed. Ultimately, finding a balance between incentivizing productivity and maintaining quality and employee satisfaction is crucial for long-term success.

“计件工资制”这一概念在各个行业中都占有重要地位，尤其是在制造业和农业中。计件工资制是一种薪酬结构，工人根据他们生产或完成的每个单位获得固定的报酬，而不是按小时工资支付。这种制度可以激励员工提高生产力，因为他们的收入与产出直接相关。例如，在工厂环境中，如果一名工人为每组装一个物品获得2美元，那么他们的总收入将取决于他们在给定时间内能生产多少物品。计件工资制的主要优点之一是它鼓励效率。工人被激励以更快和更聪明的方式工作，因为他们的薪酬与其表现挂钩。这可以导致生产水平的提高，这对雇主也是有利的。此外，它还可以在员工中培养一种归属感，因为他们感到自己的努力直接影响到他们的经济回报。这种制度还可以帮助企业更有效地管理劳动成本，因为他们只为生产的产出支付费用，而不是支付工时，这在高峰生产期间尤为有利。然而，计件工资制也存在潜在的缺点。例如，如果工人优先考虑速度而非工艺，可能会导致产品质量下降。当员工只专注于最大化产出时，他们可能会忽视重要的质量控制措施，从而导致缺陷产品。这可能会损害公司的声誉，并导致与退货或修理相关的成本增加。此外，计件工资制可能会在工人之间创造竞争氛围，这并不总是健康的。虽然竞争可以推动生产力，但如果员工感到不断被迫超越同龄人，这也可能导致压力和焦虑。在某些情况下，这种压力可能导致倦怠，最终影响整体生产力和工作场所士气。另一个关于计件工资制的担忧是其在不同工作角色中的适用性。虽然它在输出可以轻易衡量的环境中效果良好，例如装配线，但它可能不适合所有类型的工作。例如，需要创造力或协作的工作可能不适合计件工资制，因为个别工人的贡献可能难以量化。总之，计件工资制既有优点也有缺点。它可以显著提高生产力并为工人提供经济激励，但也可能妨碍质量和员工的福祉。考虑实施计件工资制的雇主应仔细权衡这些因素，并考虑其是否与他们的商业目标和所执行工作的性质相一致。最终，在激励生产力与维护质量和员工满意度之间找到平衡，对于长期成功至关重要。