One of the responsibilities of a manager is to motivate their employees to increase their performance. However, I strongly disagree that basing their salaries on their rates of production and sales would be the most effective method. (37 words)
The performance in many cases cannot simply be quantified in terms of sales or production. A teacher’s job, for example, is to teach classes, assess homework, and provide students with feedback, none of which involves producing or selling any goods. In this case, it is the performance of her students and their levels of satisfaction with aspects of her performance such as rapport or punctuality that decide how successful he has been. (72 words)
Furthermore, the performance of many workers is greatly affected by external factors beyond their control. The state of the economy, unexpected political developments, and extreme weather conditions can all have significant impacts on how much a worker can sell or produce. A hurricane, for example, can easily devastate a farm and all its produce without its workers being responsible for any of the damages or the ensuing drop in production rates. Basing wages on sales or production rates would actually demotivate workers in such cases. (85 words)
Some may argue that it is difficult to assess anything other than a worker’s output, making any other form of appraisal less effective. However, managers these days have tools such as questionnaires and Customer Relations Management platforms that allow them to form a relatively clear picture of a worker’s overall performance. (85 words)
In conclusion, I think deciding how much an employee should earn based solely on their sales or production figures would be both impossible and unfair in most, if not all, cases. Instead, employers should look at a more diverse set of performance indicators, including customer satisfaction and punctuality.
One of the responsibilities of a manager is to motivate their employees to increase their
performance
.
However
, I
strongly
disagree that basing their salaries on their rates of
production
and
sales
would be the most effective method. (37 words)
The
performance
in
many
cases cannot
simply
be quantified
in terms of
sales
or
production
. A teacher’s job,
for example
, is to teach classes, assess homework, and provide students with feedback, none of which involves producing or selling any
goods
.
In this case
, it is the
performance
of her students and their levels of satisfaction with aspects of her
performance
such as rapport or punctuality that decide how successful he has been. (72 words)
Furthermore
, the
performance
of
many
workers
is
greatly
affected
by external factors beyond their control. The state of the economy, unexpected political developments, and extreme weather conditions can all have significant impacts on how much a
worker
can sell or produce. A hurricane,
for example
, can
easily
devastate a farm and all its produce without its
workers
being responsible for any of the damages or the ensuing drop in
production
rates. Basing wages on
sales
or
production
rates would actually demotivate
workers
in such cases. (85 words)
Some
may argue that it is difficult to assess anything other than a
worker’s
output, making any other form of appraisal less effective.
However
, managers these days have tools such as questionnaires and Customer Relations Management platforms that
allow
them to form a
relatively
clear
picture of a
worker’s
overall
performance
. (85 words)
In conclusion
, I
think
deciding how much an employee should earn based
solely
on their
sales
or
production
figures would be both impossible and unfair in most, if not all, cases.
Instead
, employers should look at a more diverse set of
performance
indicators, including customer satisfaction and punctuality.
Funny
Love
Wow
Angry
Sad