The most important thing is to carefully solve the

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Carefully solve the contradiction between salary difference and post value contribution

since the emergence of grade difference, people have been devilishly divided into 369 grades, and the treatment enjoyed by people of different grades has essential differences. Therefore, from ancient times to the present, in countries and societies with strict hierarchy, this difference has not been completely eliminated, and naturally there has been inequality and injustice in distribution

the inequality in the distribution of income and 3.175mm steel ball, as well as the barriers of grade, will naturally extend to the inequality in person and behavior. This is why our ancient ancestors put forward such a classic elaboration as "those who work hard govern people, those who work hard govern people, those who govern people eat people, and those who govern people eat people" more than 2000 years ago

in fact, this kind of speech and practice has always been an authentic reason to guide the subsequent social changes and human continuity. Since the birth of human society, from entering the late primitive society, it has led to the emergence of such differences and grades between people, which has never changed and has continued to this day. No matter what the social ideology is, it is an indisputable fact in reality

our transition from ancient times to modern times, from society to enterprises, also shows that a level determines a person's salary and contribution rate. Although many enterprises are also engaged in a big discussion about whether it is reasonable to pay by level or whether it is more convincing to pay by position value and contribution rate in an enterprise

in fact, many enterprises will still be affected by this "habitual level difference" thinking factor. People with this kind of thinking divide the personnel in the enterprise very clearly, and the levels and boundaries are as obvious as the Milky way. If you are an employee, you are an employee. If you are a grass-roots manager, you are a grass-roots manager. Then you are a middle-level manager to a senior manager. You have to get a salary at whatever level you are in. Anyway, you can't go one step further

if you are participating in activities of an enterprise or social nature, enjoying welfare benefits or various subsidies, awards and other various level related projects, you have to be assigned to which level, and there are no special requirements at all. Even if you are the "lying dragon and crouching Phoenix" among employees, it is difficult to "carp jump over the dragon's gate"

just like what many enterprises pursue: "the boss or boss looks at you and says you can do it or not, even if you're a tofu that can't wear a horse tail; if the boss or boss looks at you and says you can't do it, you can't do it or not, even if you're not talented or pretentious, you have to admit it, and after all, you're still ranked among ordinary employees". You'll always struggle at the bottom of society

therefore, in an enterprise, opportunities are crucial for a person to give full play to his ability. Your work in the enterprise, far from being a career, is like girls of marriage age. Whether their work is good or their ability is good, they are not as good as they think they are married. People and phenomena with this concept are almost produced and continued at the same time as people and phenomena with hierarchical differences. None of them can be changed. Another saying is that in enterprises, "it's better to follow the right person than to be strong in ability". If you follow the right superior, you will always want to give you a hand, give you many ready-made opportunities and conditions, and avoid many detours. It saves time and improves efficiency

a person's success is often more or less accidental. Therefore, whether the position value and contribution rate as well as the level and contribution rate among employees are symmetrical has caused many contradictions. Some employees' positions are core and key positions, and their contribution rate is very large, while some so-called managers' position value is not necessarily very important, and their contribution rate is very large, but because of the differences in their levels, their treatment and salary are quite different. As many enterprises have proposed, the salary difference between ordinary employees and managers should be widened as much as possible, so the salary difference between ordinary employees and managers, especially middle and senior managers, is several times, ten times, or even dozens of times. These enterprises regard the contribution of ordinary employees as nothing at all, and think that it is not worth mentioning at all. They often ignore the simple truth that "constant dripping wears away stone, and rope saws wood". The so-called managers in these enterprises only know that they have enough salary to consume, use or store every month, but they don't think too much about how ordinary employees live with such a small income, and are still full of fantasy, expectation and desire for development or promotion in order to survive. What a long-term process! In the long run, employees' psychological imbalance is often caused, and the resulting enterprise contradictions will erupt like a mountain torrent at a certain time, causing an "earthquake" in enterprise management

although these problems have long been valued by many experts in the industry, this is to solve the two traditional problems of industrial production at a higher level, namely, increasing output and reducing cost. Scholars believe that employees' compensation should be measured by post value and contribution rate, which has also been implemented in enterprises. But the fact is that they either experienced a long wait or delayed delay, or were negatively cooperated and actively opposed by many managers. Because many managers with a strong sense of level can't tolerate such employees with high post value and contribution rate, and their subordinate employees get higher salaries than him. If such a situation occurs, it also shows at least one problem. Usually, a section of metal wire with large resistance temperature coefficient is connected in series as a compensation wire to compensate. As a manager, if the salary is not as high as that of ordinary employees, it means that his contribution rate is not as high as that of ordinary employees and is not as important as that of ordinary employees

various reasons show that the evaluation mechanism of introducing employees' post value and contribution rate into the enterprise is very correct. It is also reasonable to determine how much salary to get according to the value of employees' contribution to the enterprise, followed by the configuration of universal experimental machine. Although some employees who can play the role of manager are managers, they do not have a large contribution to the value of employees in key positions that are not competent for management positions but have a great contribution to the enterprise. For example, an enterprise's technical staff, R & D staff, marketing staff, intangible value creation staff, and so on

enterprises that do this will also greatly reduce the turnover rate, and employees can also see the future space for their work and career development. For employees, one is whether their growth space can be expected to be broad enough, and the other is whether their salary can get corresponding high returns after their hard work and valuable efforts. In short, what enterprises do is to make employees satisfied and reassured, and it is not easy for enterprises to do this and solve this problem. (end)

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