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過去,化學系統的獎勵工作存在着較嚴重的混亂現象,主要是不根據生產需要,盲目地實行獎勵,形成‘人人有獎’。東北實行獎勵人數平均佔職工人數百分之九十以上。最突出的是廠部人員獎勵中所有非工業人員都有一份獎金;搬運、裝卸、包裝、修理及一般輔助部門工人都實行了安全無事故獎勵。使獎勵逐漸流為變相工资,失去了對提高生產的刺激作用,助長了職工中的經濟主義思想。去年,我們針對過去的獎勵制度作了一些改進,並收到了一定的效果。如一年來,東北已有十三個廠礦先後建立和改進了各種獎勵制度,實行獎勵的人數約佔全體職工的百分之六十,生產工人實行獎勵的達百分之七十八左右。在實行獎勵的總人數中各項獎勵辦法所佔的比例:質量獎爲百分之十
In the past, there were serious chaos in the rewards for the chemical system, mainly because they did not reward blindly according to their production needs and formed a prize for everyone. Northeast implementation of the average number of retired workers accounted for more than ninety percent of the number of workers. Most notably, all non-industrial workers in the factory staff awards have a bonus; workers in the handling, loading and unloading, packaging, repair and general auxiliary sectors have implemented safety and accident-free incentives. The reward gradually flowed into disguised wages, lost the stimulus to improve production, contributed to the economic thinking of workers. Last year, we made some improvements to the past reward system and received some results. In the past year, 13 factories and mines in northeast China have successively set up and improved various reward systems. About 60% of all workers are rewarded, and about 78% of them are rewarded for producing workers. Proportion of the total number of rewards in the implementation of incentives: Quality Award for ten percent