LO 13-2 Describe how organizations

LO 13-2 Describe how organizations recognize individual performance.∙ Organizations may recognize individual performance through such incentives as piecework rates, standard hour plans, merit pay, sales commissions, and bonuses for meeting individual performance objectives.∙ Piecework rates pay employees according to the amount they produce.∙ Standard hour plans pay workers extra for work done in less than a preset “standard time.”∙ Merit pay links increases in wages or salaries to ratings on performance appraisals.∙ Bonuses are similar to merit pay, because they are paid for meeting individual goals, but they are not rolled into base pay, and they usually are based on achieving a specific output rather than subjective performance ratings.∙ A sales commission is incentive pay calculated as a percentage of sales closed by a salesperson.LO 13-3 Identify ways to recognize group performance.∙ Common group incentives include gainsharing, bonuses, and team awards.∙ Gainsharing programs, such as Scanlon plans, measure increases in productivity and distribute a portion of each gain to employees.∙ Group bonuses reward the members of a group for attaining a specific goal, usually measured in terms of physical output.∙ Team awards are more likely to use a broad range of performance measures, such as cost savings, successful completion of a project, or meeting a deadline.

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结果 (简体中文) 1: [复制]

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LO 13-2描述组织如何认可个人绩效。 ∙组织可以通过计件工资，标准工时计划，绩效工资，销售佣金和实现个人绩效目标的奖金等激励措施来认可个人绩效。 ∙计件工资标准是根据雇员产生的工资来支付的。 ∙标准小时计划为工人提供了少于预设“标准时间”的额外工作报酬。 ∙绩效工资将工资或薪金与绩效评估的等级挂钩。 ∙奖金与绩效工资相似，因为奖金是为实现个人目标而支付的，但并未计入基本工资，并且通常基于获得特定的产出而不是主观绩效等级。 ∙销售佣金是奖励酬金，按销售人员完成的销售百分比计算。 LO 13-3确定识别小组绩效的方法。 ∙常见的团体奖励包括分享收益，奖金和团队奖励。 ∙诸如Scanlon计划之类的Gainsharing计划衡量生产率的提高并将每项收益的一部分分配给员工。 ∙团体奖金是为实现特定目标的团体成员而奖励，通常以体力劳动来衡量。 ∙团队奖更可能使用广泛的绩效指标，例如节省成本，成功完成项目或按时完成。

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结果 (简体中文) 2:[复制]

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LO 13-2 Describe how organizations recognize individual performance. ∙ Organizations may recognize individual performance through such incentives as piecework rates, standard hour plans, merit pay, sales commissions, and bonuses for meeting individual performance objectives. ∙ Piecework rates pay employees according to the amount they produce. ∙ Standard hour plans pay workers extra for work done in less than a preset “standard time.” ∙ Merit pay links increases in wages or salaries to ratings on performance appraisals. ∙ Bonuses are similar to merit pay, because they are paid for meeting individual goals, but they are not rolled into base pay, and they usually are based on achieving a specific output rather than subjective performance ratings. ∙ A sales commission is incentive pay calculated as a percentage of sales closed by a salesperson. LO 13-3 Identify ways to recognize group performance. ∙ Common group incentives include gainsharing, bonuses, and team awards. ∙ Gainsharing programs, such as Scanlon plans, measure increases in productivity and distribute a portion of each gain to employees. ∙ Group bonuses reward the members of a group for attaining a specific goal, usually measured in terms of physical output. ∙ Team awards are more likely to use a broad range of performance measures, such as cost savings, successful completion of a project, or meeting a deadline.

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结果 (简体中文) 3:[复制]

复制成功！

LO 13-2描述组织如何识别个人绩效。 ∙组织可以通过计件工资、标准工时计划、绩效工资、销售佣金和实现个人绩效目标的奖金等激励措施来认可个人绩效。 ∙计件工资率根据员工的生产量支付。 ∙标准工时计划为在预设“标准时间”内完成的工作向工人支付额外费用 功绩工资将工资或薪金的增加与绩效评估的评级挂钩。 ∙奖金与绩效工资类似，因为奖金是为实现个人目标而支付的，但不会计入基本工资，而且奖金通常基于实现特定产出而非主观绩效评级。 ∙销售佣金是按销售人员完成销售的百分比计算的激励性薪酬。 LO 13-3确定识别团队绩效的方法。 ∙常见的团体奖励包括奖励、奖金和团队奖励。 ∙Gainsharing计划，如Scanlon计划，衡量生产率的提高，并将每项收益的一部分分配给员工。 ∙团体奖金奖励团体成员实现特定目标，通常以实际产出衡量。 ∙团队奖励更有可能使用广泛的绩效衡量指标，如成本节约、项目成功完成或达到最后期限。

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