3 ms·

In most European countries it is actually forbidden to pay people by how much they really produce, or it is highly regulated https://en.wikipedia.org/wiki/Piece

In most European countries it is actually forbidden to pay people by how much they really produce, or it is highly regulated https://en.wikipedia.org/wiki/Piece_work https://en.wikipedia.org/wiki/Piece_work

watwut 8y ago
You made up both informations in your comment. The 80/20 split is made up. Also, it would suggest terminally incapable leadship. And also, different people on the same position and with same work have routinelly deferential salaries in all eu countries. It is truly something between you and management.
- fvdessen 8y ago
  If you measure worker productivity, different workers at the same position will have 2x to 4x productivity differences. If you organise pay or working time based on that measure you will run into huge social issues. Do you think that if Bill & Joe find out that John earns 4 time their salary at the same position they will think “oh well it’s only fair, he sorts 4 times as many packages as we do”. Or what if john is paid the same but can leave at 10 ? Do you think people will be happy with that setup ? That’s one of the reason why piece-work is usually forbidden
  - watwut 8y ago
    1.) The difference in salary does not have to copy exact difference in productivity. 2.) Reality is that people are paid differently and it does not causes massive social issues. It causes occasional smaller social issues. 3.) Another reality is that different people stay differently longer - some bare minimum and some have larger overtimes. 4.) Rewarding productivity is not same as rewarding piece work, especially in collaborative complex work. It is happening right now and I don't see much large issues around it. What I am saying that ambition to reward productivity is better then rewarding but-in-office time which motivates people to hang around office and work ineffectively.

watwut 8y ago

You made up both informations in your comment. The 80/20 split is made up. Also, it would suggest terminally incapable leadship. And also, different people on the same position and with same work have routinelly deferential salaries in all eu countries. It is truly something between you and management.

fvdessen 8y ago
If you measure worker productivity, different workers at the same position will have 2x to 4x productivity differences. If you organise pay or working time based on that measure you will run into huge social issues. Do you think that if Bill & Joe find out that John earns 4 time their salary at the same position they will think “oh well it’s only fair, he sorts 4 times as many packages as we do”. Or what if john is paid the same but can leave at 10 ? Do you think people will be happy with that setup ? That’s one of the reason why piece-work is usually forbidden
- watwut 8y ago
  1.) The difference in salary does not have to copy exact difference in productivity. 2.) Reality is that people are paid differently and it does not causes massive social issues. It causes occasional smaller social issues. 3.) Another reality is that different people stay differently longer - some bare minimum and some have larger overtimes. 4.) Rewarding productivity is not same as rewarding piece work, especially in collaborative complex work. It is happening right now and I don't see much large issues around it. What I am saying that ambition to reward productivity is better then rewarding but-in-office time which motivates people to hang around office and work ineffectively.