salary

Interpretation

FirewoodandWater

Itreferstothenecessitiesoflife.

"WeiShu·LuXuanBiography":"Ifthisistrue,QingcanmeasurehowlongQushan'ssalarywillbepaid...Ifthesalaryislow,itcanbemeasured."

SongYeshi's"InscriptionontheEpitaphofChenGong,Jiangzhou":"Sincethecaptivesareremoved,thereare150,000peoplewhohavenoteatenriceinXiangcheng,andthesalaryisnotlacking.Ifthetwocitiesarecompleted,itislikeapublicpolicy."

YuanKeli,MingDynasty,"ChenFabing'sPeriodofGoingtoSea":"Westernislandscanliveinaboat,butthesalaryisgiventoLaoan,whichisnotconvenient."

The48thchapterof"TheScholars":"Thisisoneortwoofthefamily’ssalary,whichisgiventotheelderbrother.Therightisforafewdays’salary."

Fetchingfirewoodandwater

meansdailyexpenses.

"SouthernHistory·TaoQianBiography"records:TaoQiangavehissonalaborforce,andwrotealettersaying:"Yourdailylivingexpenses,itisdifficulttoprovideforyourself,nowsendalaborforcetohelpyoucollectfirewood.Water."Later,peoplecalledthewagesearnedbylabor"salary."

TangYuanzhen’sEpitaphofEmperorYuanjuninHeyinLiuhou:"Myfathersarestrictinlaw,andmyfamilyisextremelypoor,andeverythingisforfuneralguests.EvenifIwipeoutmysalary,mybrotherisinevitable."

SongLuyou's"Shiziyu"poem:"Workingandsalaryslavesarethefirsttogo,youcanlearnaboutthepianoandbooks."

Salary

QingYuyue'sTeaFragranceShicongchao·Salary":"Accordingtothis,weknowthatofficialsatthebeginningofthecountryarepaid,sothenameofthesalaryisstillinthepopulation.Recently,themembersofthebureausarepaid,andthisisalsothecase."

ZouTaofen's"CareerManagementandProfessionalTraining"Ten:"Theemphasisonsalarybasedonworkandthesubsidyforsolvingdifficultiesarenecessaryinatransitionalsociety.Thisisaprinciple."

ThesecondactofCaoYu's"Sunrise":"I'mnottalkingaboutyoursalary.Naturally,youcan'tsqueezeouttheoilfromthesalary."See"Salary".

Sourceofname

ThesalariesofancientChineseofficialshavemanydifferentwaysofsaying,suchas"monthlypayment","monthlysalary","monthlymoney"andsoon.IntheWei,JinandSixDynasties,“salary”notonlyreferstocuttingfirewoodandcollectingwater,butalsograduallybecomingthemeaningofdailyexpenses.Suchas"WeiShu."TheLegendofLuChang"records:"Ifthesalaryislow,itcanbemeasured."The"salary"hereisthedailyexpenses.IntheMingDynasty,thesalarywascalled"monthlyfee",butitwaslaterrenamed"chai-xinyin",whichmeanttohelpofficialssettlethedailyexpensesoffirewood,rice,oil,andsalt.

Themonthlyworkremunerationthatourofficeworkersreceiveisactuallythesameastheancientmonthlysalaryandmonthlyfee,andthemainpurposeistopayfordailylivingexpenses.Sopeoplecallwages"salary".

InEnglish

Salary(2sheets)

2.Paystub:Paystub.Thearchivedreceiptisusedtocalculatetheamountofchecksissuedandtheamountofrelateditemspayable.

3.Payperiod:Payperiod.Thetimebetweentwowages.Itcanbedaily(rarely),weekly,monthly,bi-weekly,half-month,andonemonth.

4.Payrate:wagestandard.Thecompanypaysemployees’wagesonatime-basedorpiece-basedbasisinaccordancewiththepaymentstandardsagreeduponbybothparties.

5.Gross:Total.Accordingtoacertainsalarystandard,thebasicincomeofanemployeeinacertainperiodoftimecanbe:

Salary:Salary(fixedamountperday/week/month,adjustedaccordingtothenumberofworkingdays)

Wage:Hourlywage(hourlywagestandardadjustedaccordingtoworkinghours)

Piece:Piecerate(amountpaidforeachpieceofworkcompleted)

WageThetotalamountcanalsobeadjustedbasedoncommissionsandbonuses.

6.Commissions:commissions.Basedonpastsalesperformance,moneyisissuedregularly.

7.Bonuses:Bonuses.Thecompanypaysmoneyfordifferentreasons,suchascompletingtasks,motivatingemployeestoincreaseproductivity,specialholidays(suchasChristmas),andsoon.

8.Deductions:Deductions.Thedeductionisthepartthatthecompanykeepsfromyourtotalsalary.Itisalsocalleddeductionfromthesource(directdeductionfromsalary).

Somecommondeductionsinclude:

Incometax:personalincometax

Pension:pension

Medical:medicalinsurance

9.Net:Netsalary.Theamountremainingafterallitemsaredeductedfromthetotalsalary.Thisisthemoneyyoucanfinallyputinyourwallet.

10.Raise:raisesalary.Theadjustmentofthewagestandardisusuallybasedonworkperformance,costofliving,andpromotion,aswellastheoverallsalaryincreaseatthesociallevelunderthegovernment'smacro-control.

11.Directdeposit:Depositdirectlyintothebank.Transferyournetsalarydirectlytothebank.

Historicalorigin

"Salary"originallyreferstocollectingfirewoodandwater.

Accordingtothe"BiographyofSouthernHistory·TaoQian":TaoQiangavehissonaservant,andwrotealettersaying:"Itisdifficultforyoutoprovideforyourdailylivingexpenses.NowIamsendingaservanttohelpyou.Fetchfirewoodandwater.Heisalsothesonofothers,sotreathimwell."Later,peoplecalledthesalary:"salary".

BeforetheEasternHanDynasty,thegeneralsalariesweredistributedinkind(grain,cloth),andfromtheTangDynastytotheMingandQingDynasties,salariesweremainlydistributedtocourtofficialsintheformofcurrency.Thereweremorethanonenamefortheofficialsalaryinancienttimes,suchas:"monthly","monthlysalary","monthlymoney",etc.However,theMingDynastyoncecalledthesalary"monthlyfee"andlaterrenamedit"chaixingyin",meaningtohelpofficialssolvetheproblem.Thedailyexpensesoffirewood,rice,oilandsalt.IntheWei,JinandSixDynasties,theterm“salary”notonlyreferstocuttingfirewoodandcollectingwater,butalsograduallydevelopedintothemeaningofdailyexpenses.Asrecordedin"WeiShu·LuChangwei":"The"salary"herereferstothedailyexpenses.Themonthlysalarypaidbyordinarypeopleinmoderntimesissimilartotheancient"monthlysalary"and"monthlyfee",anditismainlyusedtomeetdailyexpenses.Therefore,peopleoftenrefertowagesas"salaries."Salaryandsalt

Salary,thatis,salary,isrelatedtosalt.

DuringtheperiodoftheRomanEmpire,theso-calledroadsleadto"Rome",andthemostfamousisthe"SaltRoad".Onthisroad,theRomanexpeditionaryarmydroveinandout,andmerchantsdroveanoxcartfullofsaltfromthefareasttowardstheTiberRiverinRome.Atthattime,thesalariesofRomansoldiersalsoincludedaportionofsalt,called"salarymoney".Fromthisword,theEnglishword"salary"wasderived.TheancientGreeksandRomansusedsalttobuyslaves.Iftheslaveownerthinksthatacertainslaveisnotworkinghard,hewillsay:"Heisnotworthsomuchsalt."Ifthisstatementisappliedtothesoldier,itmeansthathissalarywillbededucted.JobSearchandSalary

JobSearchandSalary

Resumewritingisprohibited

Salaryisproblematicandfulloftrapsforcarelesspeople.Inprivatecompanies,salariesaregenerallynegotiatedthroughbargaining.Asforwhetherthesalarycanbenegotiated,thewaytolearnistonegotiatewiththebossimmediately-butwaitaminute.Jobseekersmustremembertheprincipleof"lesspeaceandrestlessness".Becauseifyouputtherequiredsalaryonyourresume,youtakeseveralrisks.

First,thebosswillknowthatyoursalaryishigherthantheyarewillingtopay.Evenifyoumayloweryoursalaryvoluntarily,youwon'thavetheopportunitytoexpressyourwillingnessinaninterview,becausethebossisusuallyunwillingtohirepeoplewithlessandlesssalaries,andtheywillfeelthatyouareusingthemto"fillvacancies."Ortheymaythinkthatgivingyouaninterviewisjustawasteofyourtime.

Second,thebosswillknowthatyoursalaryismuchlowerthantheyarewillingtopay.Youmayhaveaninterviewopportunity,butyoursalarybargainingchipisgreatlyweakened.Ifthesalarycanbenegotiated,theywilluseyourcurrentsalaryasthestartingsalary.Conversely,theymaynotgiveyoutheopportunitytohaveaninterviewatall,becausetheythinkyouaretoo"insignificant"todothejob.

Three,youmayprovideverymisleadinginformation.Yoursalarycannotaccuratelyreflectthevalueofthejobtoyou.Youmayhavemanyotherbenefits,suchasequippedwithmedicalinsurance,pension,freelunch,etc.-allthesebenefitshavetobeaddedtoyour"totalremuneration".Yoursalarymaybehigherthanthesalarypaidbyanotherboss,butthe"totalcompensation"offeredbytheothermaybehigher.Onthecontrary,yoursalarymayseemmuchlower.

Whenthebossadvertises,heusuallydoesn’tsaywhatthetotalamountofremunerationtheyarewillingtopay,buttheywillaskyoutotellthetotalamountofyourremuneration,howyounegotiatethetreatmentwiththecurrentboss,yesForpersonalmattersbetweenyou,ifyousaywhatyoursalaryis,thenwriteitontheapplicationletter-don’tgetinvolvedinyourresume.

Salarynegotiation

Whenseekingajobandnegotiatingsalary,youmustfirstsetastrategy:

Strategy1.Putexpectationsintothetrendofindustrydevelopment

Considerwhatyourmajoris.Howbigisthedemandfortalentslikeyouinthetalentmarket?Payattentiontothepeoplearoundyou:yourclassmates,yourfriends,andpeoplewhoarelookingforthesamejobasyou,howmuchsalarytheycanget.Combiningthecompany'ssituation,takeanaverageofthemtoconsideryourexpectedsalary.Atthesametime,youshouldpaymoreattentiontotheindustry-relatedreportsinthenews.

Strategy2.Don’tsticktosalarycapitalwhentalkingaboutsalary

Whentalkingaboutsalaryininterviews,youcan’ttalkaboutsalarybasedonsalary,butyoumustgraspitappropriatelyandreasonablytherules.Tellyourinterviewerthatsalaryisnotimportant,youcaremoreaboutthepositionitself,youlikethejob;tellthecompanythatyouwantthecompanytounderstandyourvalue.Inthisway,thesalaryissuecanberaisedtoanotherlevel,whichwillhelpyoufindasatisfactoryjob.

Strategy3.Learntoleaveawayforyourself

Whentheinterviewtalksaboutsalaryisdeadlocked,andyouareveryfondofthejob,thisAtthattime,youhavetolearntoleaveawayforyourself.Forexample,youperformedverywellintheinterview,butwhentheintervieweraskedheraboutthesalarysheexpected,youofferedahighersalary,whichwasfarfromthesalaryofferedbythecompanytonewemployees.Theinterviewermadeitclearthatthecompanycannotacceptsuchasalary.Ifyoudon’twanttolosethisjob,youcandothis:Ontheonehand,firsttelltheinterviewerthatsalaryisnotthemostimportantthing.Theimportantthingisthatyouwanttostudyandworkinthecompany;ontheotherhand,showyourpreviousworkexperience.,Andanalyzetheprospectsoftheexhibitionindustry.This"delaystrategy"canwell"negotiatethesituation"andgiveaturnfortheupcominginterview.

Thenrememberninekeypoints:

Comparecarefully:Determineyourownmarketvaluebasedonyourownpersonalnetwork.

Organizationalthoughts:Listyourrequirementsindetail:salary,insurance,title,vacation,ifyouthinkitisappropriate,youcanalsoaddparkingspaces,travelsubsidies,professionalbooksandmanymore.

Justtalkaboutthescope:Forexample,thesalaryisrequiredtobebetween5000-7000yuan,aimingatthemedian.

Planahead:Ifyoufailtogetwhatyouneedinthefirstinterview,askforafuturesalaryincreaseaftertheinterview.

Strategicconsiderations:Findoutwhattheidealsituationisandwhataretheacceptableconditions.Askforwhatyouwant,butbepreparedtomakeconcessionsonlessimportantissues.

Proactive:Rememberthatbothyouandyouremployeraretryingtogetasatisfactoryresultfromthisnegotiation.

Openandhonest:Putallthepointsonthetablefromthebeginning.

Calmness:Buyyourselftimeforcarefulconsideration,showpeopleyourinterest,andtellthemthatyouwillgiveareplyinoneday.

Salaryterms:Negotiateclearlyallthetermsofemployment-basicresponsibilities,salaryandvariousremarks.

WorkplaceSalary

SalaryRaisingTechniques

Salaryraisinghasbecomethemostdifficultthinginthejob.Haveyoueverhadthiskindofconfusioninyourmind:Is"accordingtocompanyregulations"reallythestandardanswer?

Thereisaninterestingsurvey.Amongthe875humanresourcesexecutivessurveyed,60%saidtheywouldretainsomeflexibilityinsalaryduringinterviews,only30%saidtheyabsolutelycannotbeadjusted,andtheremaining10%dependontheattitudeoftheotherparty.Anothersurveyfoundthatupto80%ofhumanresourcesmanagersarewillingtocommunicatesalarywithinterviewees.Theydonotevenrejectalittle"negotiation".

Thecouragetospeakupaboutsalary

Asthesayinggoes,"peoplewhocanbenoisyhavesugartoeat".Whentalkingaboutsalary,itcannotbesaidtobe100.%Yes,butspeakingaboutyoursalary,Ithinkitispositive,atleastyoursupervisorwilltakeintoaccountonemorefactor.

Whentherelationshipbetweenthecompanyanditsemployeesgraduallydeviatesfromthetraditionalemployment,andgraduallymovestowardequalityandreciprocity,infact,youcanexertagreaterinfluenceonsalary,andthecompanymaynotbetotallyunacceptable.Thepointis:"Talkaboutsalary,pleasegivemeabetterreason."

Doitfirst,thentalkaboutit

Besidesintheinterview,youmustexpressyourselfclearlyForofficeworkers,anotherpositiveperceptionshouldbeestablishedforofficeworkers:strivingforareasonablesalaryisalong-termgoal.Failuretonegotiateforthefirsttimedoesnotmeangivingup.

Toincreasethechanceofsuccessinsalarytalks,thereisactuallyonlyonekey:preparation.Theso-calledpreparationincludesthepreparationofskills,butalsothepreparationofinformation,aswellasthepsychologicalpreparationofacceptingthecurrentsituationorleavingifthenegotiationbreaksdown.

Bepreparedfortheinformationandjudgethesituation

Companyofdifferentculturesandsupervisorsofdifferentstyleshavedifferentresponsestosalarytalks,andthereisabiggap.Sothefirststepistounderstandthecurrentpracticesandcultureofthecompanyinadvance.

Forexample,inlargecompanieswithsoundsystemsandleadingsalariesintheindustry,thereisnotmuchneedtotalkaboutsalaries.

Ifyouarereallystrongenough,youdon’tneedtospeakup,maybethebosswilltaketheinitiativetoraiseyoursalary,butifyoumisassessthesituationandthinkyouhaveagoodmarket,maybethebossthoughtyouwereOK.Lateron,Ifeelthatyoulovetocareabouteverything,soyoumustthinkcarefullybeforediscussingsalarywithyourboss.

Bementallypreparedtoleaveifyoucan’ttalkaboutit

Ifyoustillcareaboutthisjob,youmustplanaheadandputitonfiletoavoidthebreakdownoftherelationship.Inthisregard,expertssuggestthatyoumightaswellgiveyourselfmorespaceaswellastheotherside.

Salaryincreaseisnotsuccessful,oftenbecausethesupervisordoesnothavetheresourcestoraiseyoursalary.Atthistime,youmaywishtoseekothersubsidiesthatthecompanycanprovidefromyoursupervisor.Infact,itisequivalenttoasalaryincrease.

Ofcourse,ifyouthinkaboutitcarefully,youreallycan’tacceptthiskindofsalary.Resignationmaynotbeachoiceof"thiswayisnowhere,butanewway".

Salaryisearnedandnegotiated

Expertanalysis,atthebasiclevel,ifthepositiondoesnotmove,therecanbeasalaryincreaseof2,000yuanIt'sprettygood,butonceyougetpromoted,therewillbeasalarybreakthroughofmorethan6,000yuan.Therefore,strivingtomakegoodperformanceandstriveforpromotionisthemainfocusofsalarygrowth.

Isthehighsalaryearnedornegotiated?Theansweris:onlywiththecooperationofperformance,thepersistenceofsalarycanhaveaneffect.Inotherwords,inthegoldenperiodofthefirst10yearsofwork,youshouldnotjustlookathowmuchmoneyyouhavemade,butshouldaccumulatethegreatestsalaryexplosionforyourfuture.

Doalifetimesalaryplan

Alifetimesalaryplanshouldbelikerunningamarathon.Thefocusisnotonbeingfast,butToaccumulateenergyforthefollowingjourney.

Thepreviouslowsalaryprocessisbasedonaccumulatinghighsalary.

Threeten-yearstrategies

Infact,indifferentstages,differentsalarytargetsshouldbeset.

Ifapersonhastoworkfor30years,inthefirst20yearsofwork,youhavetoworkveryhard,butthemoneyyouearnmayonlybe20%ofyourlifetimeincome;butinthelast10years,thesalaryyouearnItmaybe80%ofalifetimeincome.Thisisthe80/20ruleofworkplacesalary,anditalsoshowsthenatureofsalarythatisunfairtoindividuals.

Therefore,expertspointedoutthatinthelongrun,thefirst10yearsofworkshouldbealearningperiod,andthesecond10yearsofworkisagrowthperiodinwhichsalariescanrisesignificantly.Three10-yearperiodsaretheharvestperiodwhenthehighestpeakofpersonalsalarycanbeexpected.

Theharvestperiodisbynomeansaninevitableresult,butinthefirsttwo10years,youcanreallylearnandgrow,andifyoudoit,yourincomewillcomenaturally.Areyoustillworryingaboutyourcurrentsalary?Whydon'tyouthinkaboutyoursalaryin10years?

Tipsforraisingsalary

Ifyouask"Doyouwanttodoubleyourincome",Iguesseveryone'sansweris"YES".IfIcontinuetoask:"YouareIdon’tbelievethatyourincomewilldouble.”Ithinksomepeoplemaybeunsure,andsomepeoplethinkit’simpossible.Itellyouthat“eachofyou’sincomewilldefinitelydouble”becauseoftheannualpricegrowthrateandinflation.Atanormalrate,yourincomewillsurelydoublein20years.

Butifyouwanttodoubleyourincomewithin5years,3years,oreven1yearinadvance,youmustfirstdoubleyourproductivity,andthenthedreamofdoublingyourincomecancometrue.Howtodoubleproductivity?AmericancareerplanningandtimemanagementexpertBrianTracy,with20yearsofpracticalworkexperienceandresearch,hasdiscovered7worksecretsthatcandoubleyourproductivity:

1.Workharderatwhatyoudo:WhenyouWhenyouwork,youmustdevoteyourself,don'twastetime,anddon'ttreattheworkplaceasasocialoccasion.Thissecretalone,ifyoucanpracticeitforalongtime,candoubleyourproductivity.

Two,workfast(workfaster):Developasenseofurgency,concentrateondoingonethingatatime,andcompleteitasquicklyaspossible,andthenimmediatelymoveontothenextjob.Afteryoudevelopthishabit,youwillbesurprisedtofindthattheamountofworkyoucanaccomplishinadayissoamazing.

Three,focusonhighvalue-addedwork(workonhigher-valueactivities):Youhavetorememberthatthenumberofworkinghoursisnotnecessarilyproportionaltotheworkresults.Asavvybossorbosscaresaboutthequantityandqualityofyourwork,andthenumberofhoursisnotthefocus.Therefore,smartemployeeswillfindwaystofindactivitiesthatarehelpfultoachievetheirworkgoalsandperformancestandards,andthendevotethemosttimeandefforttothesethings.Themoretimeinvested,thehighertheproductivityperminute,andthehighertheworkperformance,whichwillnaturallywintheappreciationandreuseofbossesandsuperiors.Salaryincreasesandpromotionsareinsight.

Four.Skilledwork(dothingsyouarebetterat):Afteryoufindthemostvaluableworkitem,thenyouhavetofindawaytobecomeproficientinallworkprocessesandtechniquesthroughcontinuouslearning,application,andpractice,andaccumulateworkexperience(OnesentencetosolvetheKNOWHOWproblem).Themoreproficientyourjob,theshorterthetimerequiredforwork;themoreproficientyourskills,thefasteryourproductivitywillincrease.

5.Centralizedprocessing(bunchyourtasks):Askilledworkerwillhandlemanytasksoractivitiesofsimilarnature,suchassendingandreceivingE-MAIL,writingletters,fillingoutworkreports,andfillinginmemos,etc.Andsoon,focusonprocessinginthesametimeperiod,whichwillsavemorethanhalfofthetimethanprocessingonebyoneindifferenttimeperiods,andatthesametimecanimproveefficiencyandeffectiveness.

Six.Simplifyyourwork:Trytosimplifytheworkprocess,integratemanyseparateworkstepsintoasingletask,toreducethecomplexityofthework,inaddition,useauthorizationoroutsourcingmethods,Toavoidspendingtimeonlow-valuework.

7.Worklongerhoursthanothers(worklongerhours):getupearlier,gotoworkearlier,avoidtrafficrush;goouttoeatatnoonandlate,continuetowork,avoidthecrowdsinlinefordinner;slightlyintheeveningStaylateuntiltherushhourhaspassedbeforereturninghomefromgetoffwork.Inthisway,onedaycanhave2to3hoursmoreworkingtimethantheaverageperson,anditwillnotaffectthenormalpaceoflife.Makinggooduseofthisextratimecandoubleyourproductivity,whichinturndoublesyourincome.Asuccessfulpersonisusuallyanaction-orientedperson.Onceheknowshowtoincreaseproductivity,hewillkeepthese7tipsinmind,andkeepapplyingandpracticingthemuntiltheybecomeahabitofworkandlife.Aslongasyoudevelopthishabit,yourproductivitywilldefinitelyincreaseandyourincomewilldouble.

Attitudestowardssalary

1.Donotworkforsalary

PsychologistshavefoundthataftermoneyreachesacertainlevelIt'snottemptinganymore.Evenifyouhavenotreachedthatlevel,aslongasyouareloyaltoyourself,youwillfindthatmoneyisonlyoneofmanyrewards.Ifyoulovewhatyoudo,moneywillfollow,soyoucanbecomethetargetofpeoplecompetingforemployment.

Thetruthrevealedbytheexperienceofsuccessfulcareerists:Onlythroughhardshipscanweobtainthegreatesthappinessintheworldandachievethegreatestachievements;onlythroughstrugglecanweobtainhighersalaries.

Second,moreimportantthansalary

Thesalarythebossgivesissalary,butthesalarygiventoyourselfatworkispreciousexperienceandgoodThevalueoftraining,talentdisplay,andcharacterbuildingismanytimeshigherthansalary.Aslongasweearnestlymanageandmakeupforourweaknesses,thestaminafordevelopmentwillbelimitless.

Abilityistensofthousandsoftimesmoreimportantthanmoney.Abilitywillnotbelostorstolen,andtheprocessofworkistheprocessofabilityaccumulation.Accumulationanddevelopmentcancreateabrilliantlife.

Legalprotection

Whensalarydisputesarise,legalmeansshouldbeadoptedtoresolvetheproblem.Labordisputecasesneedtogothroughlaborarbitration,andthecourtwillnotacceptituntilthecourtsue.Therearemanylaborsecurityorganizationsinthesociety.Seektheirhelpwhennecessary.Theevidenceyouneedtocollectismainlythesalarystubsofthemostrecentyear(orthesalaryrecordsofcolleaguesatthesamelevel),overtimerecords,andcontracts(nottheoriginals,payattentiontocollectoneCopies).

Salarysystem

SalaryConfidentialitysystem

Inmoredevelopedareas,manyemployersAmongthem,foreign-investedcompaniesmainlyadoptasalaryconfidentialitysystem,andmanywhite-collarworkershaveexperiencedthissystemfirsthand.Beforecommentingonthissystemindetail,let'sgobackandtakealookatthesalarysystemthatourcountrymenaremorefamiliarwith.

Intraditionalstate-ownedenterprises,thesalaryofeachpositionispublic,andbonusesmaybedifferent,buttheyarealsopublic.Everyonecanknowhowmuchwagesandbonusesothershavereceived.Howmuchsubsidy...Weallrememberthatonthedaywhenthepaywaspaid,thetimeattendantintheofficewouldsendthesalarysheettoeveryone.Ifsomeonehappenedtobeoutoftheoffice,hispayslipwouldbeplacedonthedeskcasually.,Anyonecansee.Everyoneinquiresandcompareswitheachother.Oncetheyfindthattheyarelessthanothers,theyhavetogototheleadertoreason.Thissystemisrelativelytransparentandopen,andissuitableforvariouscompetitionactivities,creatingasituationwhereemployeescompeteforthefirstplace.

Underthesalaryconfidentialitysystem,itisdifferent.Theemployerandeachemployeeseparatelyagreeonthesalarylevelandstipulatethatitisnotallowedtoinquireaboutthesalaryofothers.Whenpayingsalaries,variousmethodsarealsoadoptedtokeepsalariesfrombeingmadepublic.Exceptfortherelevantmanagementpersonnelofthecompany,thesalaryofeachemployeeisthesecretofotheremployees.Thissystemisconduciveforemployerstoflexiblydeterminethesalarylevelaccordingtoeachemployee'sability,workattitudeandjobposition,andtherewillbenoconflictsbetweenemployeesduetosalarydifferences.Theperformanceevaluationisalsoaverticalevaluationbasedoneachemployee.

Howdoyouviewthenatureofthissystem?Thenationallawsandregulationsneitherstipulateasalarysecrecysystemnorprohibitcompaniesfromadoptingasalarysecrecysystem.Thesalarysecrecysystembelongstotheinternalrulesandregulationsoftheemployer.Eachenterprisecanformulateitaccordingtoitsownspecificconditions,butitshouldabidebytherulesandregulations.Developandpublicizeprocedures,andtheircontentmustnotconflictwiththeprovisionsoflawsandregulations.

Asanemployee,youshouldpayattentiontothefollowingpointswhenimplementingasalaryconfidentialitysystem:

First,asanimportantpartofthesalaryconfidentialitysystem,

2.Payrollmustalsobeconfidential.Mostcompaniesdirectlytransfertheirsalariestotheiremployees'wageaccountsthroughbanks.Employeesshouldchecktheirsalaryaccountsintime.

Third,payattentiontowhethertheemployerhaspaidthesalaryinfullandontime.

4th.Whensomeemployersimplementthesalarysecrecysystem,

5th.Forthesakeofconfidentialityandconvenience,

6th.Theprocedureofissuingsalarylistsisalsoomitted.

Seventh,inordertoprotecttheirlegalrights,

8th,employeesshouldtaketheinitiativetoobtainmonthlysalarylistsfromemployers.

Ninth,understandwhethertheemployerpaysovertimewages,andwhethertheypayvarioussocialinsurancepremiumsforthemselves.

Factoranalysis

Distributionfairnessfactors

Employees’perceptionofdistributionfairnesscomesfromtwoaspects.Summary:Isthesalarybalancedwiththeirownperformanceandcontribution?Isitbalancedwiththestandardsofothersortheorganization.Therefore,fairdistributionrequiresthatthesalarygradestandardbeestablishedonthebasisofjobanalysisandperformanceappraisal,andalsotoreducethehumanerrorintheevaluationresults.

Theproceduralfairnessfactor

Haveacertainrighttospeakandparticipateinmanagementtohelpemployeesgetfairtreatment.Theproceduralfairnessfactorsinsalarymanagementaresummarizedasfollows:(1)Employees’suggestionsshouldbeadoptedinthedesignandimplementationofthesalarymanagementsystem;(2)Two-waycommunicationexistsinthemanagementprocess;(3)EmployeeshavetheabilitytomanagemanagementQuestionsorrebuttalstotheprocessormanagementresults;(4)Themanagerisfamiliarwiththeworkoftheemployees;(5)Thestandardsadoptedareconsistentbeforeandafter.

Interpersonalfairnessfactors

Interpersonalfairnessisaperceptionofemployees’attitudestowardstheirsuperiors,whethersuperiorstreattheirsubordinatespolitely,andwhethertheyrespectthedignityoftheirsubordinates,resultinginemployeesDoyoutrustandadmireyoursuperiors,andwhetheryouarewillingtoobeytheordersofyoursuperiors?