As far as it is known, employees are most motivated by a relatively good labour remuneration. Of course, there are some exceptions, overall, money is one of the most effective incentive method to peak the interest of employees at a particular company or corporation.
In this article we will not only talk about motivation, but about fair and equitable wages. In other words, we are talking about the cordial exchange between the employees and the parent company itself. This coin as any other, has two sides
From viewpoint of the manager or owner, employees are sometimes overpaid, including all sorts undeserved benefits such as leave allowance which they need to be compensated for. From the perspective of the employees, They might feel that the owners are not “openhanded” enough.
In order to find the truth, we need to undertake a statistical study . Mr. Hubbard calls this the benchmark statistics. In our case, statistics is a graph plot where the curve shows the level of productivity of a particular employee during a particular week and this is compared to their productivity data from previous weeks. Statistical data of course, can be a standard benchmark for all parts of a company or any sphere of an individual’s life
As a trial, a week can be taken as a basis for this study. The week will not allow stretching the “measurement”, for example, the productivity of a certain employee during the period of month. With this acquired information, more factually accurate data can be obtained, you will not suddenly realize at the end of the month that the employee has been fooling around and was unprofitable during the 4 week period inevitably unproductive. And as a result the employee will receive a “spoon that is dear…”!
As a paradigm, lets take into account a geologist whose statistics is based off their level of productivity , namely, the explored areas of a quarry for a week. Henceforth lets consider said geologist, whose workload is summarized into statistical data, particularly , the explored areas of a quarry per week. Let’s assume that in the previous week one horizon of 2000 m2 was discovered/explored. And this week, the geologist’s production is already calculated in two horizons, 2000 m2 each.
In this scenario, we can observe a clear increase in the productivity and physical area covered by the geologist, in such a situation it would be right to make it crystal clear to the employee that their efforts are not unseen by praising them and/or offering an appropriate salary bonus, this is a monetary indication that their business is booming and that it is necessary to proceed in similar stride and manner.
Unfortunately, the most common wage system involves rendering wages on a monthly basis. And with this system, we ignore the steady escalation in the productivity of the geologist. In this instance from the employee’s point of view it may come off as a passive denial of their efforts or that they might have been noticed and purposefully ignored. In principle, They may no longer see the need bother working on boosting their productivity as there is nothing to be gained.
Statistic-based systems prevent facilitation of injustice among staff.
Through relying on statistical data, The employer / manager encourages those who work tirelessly and efficiently , not those who speak beautifully with nothing to show for it. This is inclusive to office workers as well, it is not only limited towards production workers.
Marat Nugmanov Editor-in-Chief of the newspaper and founder of the company «Drilling Solutions»