21. Job security and salary should be based on employee performance, not on years of service. Rewarding employees primarily for years of service discourages people from maintaining consistently high levels of productivity.
Discuss the extent to which you agree or disagree with the opinion stated above. Support your views with reasons and/or examples from your own experience, observations, or reading.
According to the statement, in order to ensure high productivity, companies should base their employees salaries and job security solely on job performance, and not on length of service to the company. I agree that salary increases and job security are powerful incentives to high achievement and should generally go to those who do the best work. However, to ensure employee productivity, companies must also reward tenured employees with cost-of-living raises―though not with job security.
On the one hand, rewarding average job performance with large pay increases or promises of job security is a waste of resources―for two reasons. First, complacent employees will see no reason to become more productive. Secondly, those normally inclined to high achievement may decide the effort isnt worthwhile when mediocre efforts are amply compensated. Companies should, therefore, adjust their pay schedules so that the largest salaries go to the most productive employees.
On the other hand, employees who perform their jobs satisfactorily should be given regular, though small, service-based pay increases―also for two reasons. First, the cost of living is steadily rising, so on the principle of fair compensation alone, it is unjust to condemn loyal employees to de facto salary reductions by refusing them cost-of-living raises. Secondly, failure to adjust salaries to reflect the cost of living may be counterproductive for the firm, which will have difficulty attracting and retaining good employees without such a policy.
In the final analysis, the statement correctly identifies job performance as the single best criterion for salary and job security. However, the statement goes too far; it ignores the fact that a cost-of-living salary increase for tenured employees not only enhances loyalty and, in the end, productivity, but also is required by fairness.
职场社交英语:【29--我猜我只是有点紧张】
职场社交英语:【15--集怪胎与朋克于一身】
职场社交英语:28--我能跟你说些私事吗?】
职场英语口语:“分秒必争”的10种表达法
职场社交英语:【42--撤资】
职场社交英语:【32--我太紧张了】
职场社交英语:【3--你是怎么算薪水的?】
职场社交英语:【51--你得要沉得住气】
职场社交英语:【52--我能信得过你吗】
职场英语口语:办公室电话英语解析
职场社交英语:【13--另一张绿色便条纸】
职场社交英语:【9--你今天早来了】
职场社交英语:【6--我可不便宜】
职场社交英语:【23--我才不要分心】
职场社交英语:【17--她整个人热力四射】
职场社交英语:【35--他会改变主意的】
职场社交英语:【22--你打算回应他吗?】
职场社交英语:【31--哇!真有一套!】
职场社交英语:【4--我会让你发财】
职场社交英语:【24--我们会熬过去的】
职场百科:办公室日常口语对话(1)
职场社交英语:【10--万一他就是你那伦巴男孩呢?】
职场英语口语:关于“工作”的常用短语
职场英语口语:谈薪水必备英语口语
职场社交英语:【16--我不敢居功】
职场社交英语:【26--她还真像个女超人】
职场社交英语:【18--我们得要抢先完成】
职场社交英语:【19--我就不拐弯抹角了】
办公室英语口语谬误之I Think
职场社交英语:【12--这是生意经】
不限 |
英语教案 |
英语课件 |
英语试题 |
不限 |
不限 |
上册 |
下册 |
不限 |