The Farmington times. (Farmington, St. Francois County, Mo.) 1905-1926, 1919-05-09


ton in St. Louis, Which shows we'll
defined labor unrest here, continued
from where left off yesterday in this
column, shows that of the two remain.
ing dominant phases of experimental
work of the employers to meet the
conditions, one seems generally un.
satisfactory and the other apparently
meets with favor and may work out
to meet certain needs.
The bonus plan is not satisfactory
to the workers as a general rule, al.
though l believe it might be modified
and standardized to create efficiency
in certain lines of industry. The in.
dustrial representation plan seems
likely to become popular if its bene,
fits to tho workers are demonstrate
by sincere and practical try-out in
an established industry of considera-
BILE size.
Yesterday | discussed the employ
ment manager system, the co-opera-
tive plan, and certain elements of vel
fare work. outlined what seems to
be a clear-cut issue between the en-
ployers and workers in st. Louis,
which is applicable to all sections Of
the country.
The Bonus System
By the bonus system the employee
figures the average days work per-
formed by his employees in a given
period and fixes that amount as the
basis of what shall constitute a day S
work in that factory. Perhaps the
machines are set for that amount, so
that it will plainly indicate whether
the worker is turning out his or her
quota. A wage bonus is paid to each
employee who turns out more work
| than the fixed basis. This plan is de-
signed to create efficiency and en-
large the output of the factory by pay
ing the employees for activity in the
service, the employers say.
Labor leaders attack the bonus plan
and declare that it is not satisfactory
to the workers either of the organized
or unorganized classes. They assert
that the weak spot in the plan is that
the employer is the sole judge of what
shall constitute days work and that
it is within the power of the employer
to so shift the days basis as to de-
stroy the power of the worker to earn
the promised bonus.
The objections to this system seem
to be founded on the belief of the
workers, or their leaders, that not all
employers are inclined to give the
workers a square deal, and that the
tricky employer who desires to get an
advantage over his competitors can 50
manipulate the bonus basis that the
workers do not get fair play in the
matter of wages.
The Human Element
This brings US back to the human
element again. Among the employer,
are found the straightforward kline
who recognize the right of the work
ers to have a square deal, and are
sincerely trying to work out plans tt
give the employees fair play. Also We
find few who are inclined to adop
little tricks at the expense of tn,
workers which will give them an ad
vantage in selling competition.
The straightforward employer nee
essarily suffers from the shady prac
tees of the tricky competitor and tht
workers usually get the worst of it
The honest employer now comprises
the great majority of industries, bu'
the tricky fellow keeps the finger Of
suspicion of the workers pointed al
the entire business lineup.
In solution of the labor unrest i
is necessary that the workers be dis
armed of their suspicion that they art
getting the worst of it, and that the,
become convinced that the employer.
generally will set and conform to {
uniform standard in dealing with EN-
ployees. l do not mean by this thai
they must pay uniform wages to al
classes of employees but they shoult
adopt the humanity idea unanimously
and rigidly stand up to the fixed prin
ciple of square deal.
With the removal of the suspicion
that some employers manipulate the
basis of the days wage, the bonus
system might work out satisfactorily
| am convinced that in some factorie!
it now works successfully where the
management has convinced its work
ers that the days basis is fair ant
that it is not being manipulated t.
decrease their earning power.
Industrial Representation
The industrial representation plar
looks like it might be worked out tt
decided success and become popular
with both employer and worker--ii
modified to meet the conditions il
each plant. By this system the work
ers are permitted to elect representa-
tivcs by secret ballot to sit in at con
ferences with company officials tx
share in the management of all prob
lens relating to working conditions
and the workers.
The ultimate success of this plan
in my opinion, rests on the ability o!
the employers to demonstrate that tn,
workers representatives will be Civ
en- a square deal in the voting power
to initiate and put into effect change
Ar1TYy0 AMI nlTAIC