The mirror. (Stillwater, Minn.) 1894-1925, 1913-10-02
th.. Stock distribution plan.

used. flSrt, because 1t Is the SIM
plest and second, because it makes
less complicated payroll. It is al
so applicable to both high class
labor and to men engaged in routine
work or nom productive labor. This
system is based upon the market
rate of different classes of work.
This system is all in favor of the
workman, for it gives opportunities
to take things easy and promotes
soldering" Workmen waste and
fritter away their time and have no
incentive for a higher level. A
daily waste of FIVE minutes day by
100 workmen for 25 working days
means loss of over 1000 hours.
This loss for one year by 100 men
who received $500 day would
amount to $3.50; by 100 men re-
ceiving $3.50 per day, $725; and by
those receiving $500 per day, 1869.
Piece work plaintiffs system is
based on the principle of paying
the employe for the exact amount of
work he is capable of doing. He
gets SO much per piece or SO much
per hundred pieces and therefore
has chance to earn according to
his efforts aud ability. When this
system was first introduced into
eastern factories the rate of produc-
ton jumped by leaps and bounds
and men who were formerly re-
ceiving $3.50 and $500 began to
earn 81 and S. day.
The inevitable cut proved to the
workmen that if they produced too
much they would only set high
speed standard on which the price
per piece is figured. Hence, human.
nature creeps in and the men work
just fast enough to get the highest
wage without going beyond the linn
it that Will mean a cut, even with
this self-regulating human element
there will always be found some
who by virtue of unusual skill and
strength, will earn a very large
amount. This is one of the failings
of the piece rate plan because it
makes the manufacturer feel he is
paying too much for his labor and
at The same time causes envy and
jealousness among the workmen
who cannot earn an equally large
amount.
Differential rate plan:-The diff
ferential rate system has met with
the approval of a great many manu-
facturers because Of the equitable
adjustment of wages to production.
The plan consists of paying the
workmen an increased rate per
piece according to the increased
number of pieces he produces above
a certain standard, and likewise of
decreasing the rate per price in
case the number he produces falls
below the standard which has pre-
viously been fixed by ascertaining
the average earning capacity of all
the workmen. For example; sup
pose it is proved that eight of a
certain part can be made by the av-
erage man in a day of ten hours
and for each part q cents is paid.
If ten parts are made 20 cents is
paid; IL parts 30 cents; on failure
rs cents is paid. The best feature
of this plan is that the poor and
slow workmen gets poor pay and
the good workmen good pay.
!, Several shoe companies some
years ago introduced differential
wage system in their cutting de-
partment called the point system
a fixed number of points were nee.
essary to earn the standard wage
, all over that was paid for at fixed
!, price per point; feature to make
the standard number of points
' caused a deduction from the fxe6
E weekly wage.
e Premium plan: This plan is con
coded to be one of the most success
f full in actual operation and is some
what similar to the differential plan
D the difference being that instead O.
s increasing the rate per piece, thu
e increment earnings is based upo1
o time saved. That is a certain pre-
d MUM is given for doing work il
v less time than that determined by
: standard. A minimum wage il
e given under this plan, which as
# sures the workman a certain amour
of pay in case he fails to save tim,
n on account of accident, etc. To il