代写MBA Essay-员工激励计划。本文是一篇MBA留学essay写作范文，主要内容是根据作业要求所提到的情况下，管理层应在组织中采取有效措施，实现业务目标。管理层可以运用以下几点来克服这种情况，以提高生产力和减少旷工。关于以下几点请参考这篇MBA Essay范文的具体内容。
In this situation, the management should taking effective measures in organization towards there goals of the business. The management can apply following points to overcome this situation in order to increase productivity and low absenteeism. The following points are given below:-
The benefits should replaced by INCENTIVES-福利应被奖励所取代
In this situation, the management should introduce a quota system or perhaps the production pay in which workers are rewarded by meeting quota or paid more for superior production. The incentive should provide with monetary as well as non-monetary benefits like bonus, profit-sharing, status, job security etc.The incentives plan encourages employees to perform additional tasks for this compensation, in addition to their normal workload. An incentives plan costs the employers additional money but well designed plan will provide greater return by increasing productivity and lowering other costs.
在这种情况下，管理层应该引入配额制度，或者可能引入生产工资制度，在这种制度下，工人可以通过达到配额获得奖励，或者通过提高产量获得更多报酬。激励计划应提供货币和非货币福利，如奖金、利润分享、地位、工作保障等。激励计划鼓励员工除了正常工作外，还为薪酬执行额外任务。激励计划会让雇主付出额外的金钱，但精心设计的计划将通过提高生产力和降低其他成本来提供更大的回报。
INCENTIVES should be linked with PRODUCTIVITY of the employees. 激励措施应与员工的生产力挂钩。
The management should launch a performance based plan to enhance the productivity. They introduced performance linked incentive and Halsey premium plan to increase the productivity efficiently.
管理层应启动基于绩效的计划，以提高生产力。他们引入了绩效挂钩激励和海尔赛溢价计划，以有效提高生产率。
A Performance Linked Incentive is a form of payment from an EMPLOYER to an EMPLOYEE, which is directly related to the performance output of an employee and which may be specified in an employment contact. PERFORMANCE LINKED INCENTIVE may either be open ended (does not have a fixed ceiling) or close ended (has an upper ceiling which is normally stipulated in the employment contract)
绩效挂钩激励是雇主向雇员支付的一种形式，与员工的绩效产出直接相关，可在雇佣合同中指定。绩效挂钩激励可以是开放式（没有固定上限）或封闭式（通常在雇佣合同中规定上限）
Open ended incentives are normally applicable revenue generating activities (e.g., Sales) and Close ended incentives are associated to support functions (e.g., Operation, Human Resources, etc.).
开放式激励通常适用于创收活动（如销售），封闭式激励与支持职能（如运营、人力资源等）相关。
Method of calculating PERFORMANCE LINKED INCENTIVE:-计算绩效挂钩激励的方法
PLI, by virtue of being sanctified in the employment contract, is paid for objective, measurable and visible results. MBO is the generally used to define the output which determines the payment of Performance linked incentive. Since Performance linked incentive is paid for the results and not merely for the efforts, the objects should be chosen to reflect those activities whose results are visible immediately after the effort.
PLI因其在雇佣合同中的神圣性而获得客观、可衡量和可见的结果。MBO通常用于定义决定绩效挂钩激励支付的产出。由于与绩效挂钩的激励是为结果而非仅为努力而支付的，因此应选择对象以反映那些在努力后立即可见结果的活动。
Also, in calculating performance linked incentive, only the performance and not the potential of the employee should be considered. Potential of the employee is normally subjective and can be contested. Performance linked incentive should be based on metrics which are absolutely objective and clearly perceived as fair by both employee and employer.
此外，在计算与绩效挂钩的激励时，只考虑员工的绩效，而不考虑员工的潜力。员工的潜力通常是主观的，可以质疑。与绩效挂钩的激励应该基于绝对客观的指标，并且员工和雇主都清楚地认为这些指标是公平的。
Halsey premium plan 海尔塞奖金方案
This plan is a combination of time and speed while they are working.- That every worker is paid according to hourly rate.- Every worker is paid according to the time he hason the work.- Every worker is given that he has to finish the allotted work within the standard time. If he is able to save the time, he will be paid a bonus for the time he has saved. – The amount of bonus is 50 percent of time saved.
这个计划是他们工作时时间和速度的结合。-每个工人的工资都是按小时计算的每个工人的工资都是根据他工作的时间来计算的每个工人都被告知必须在标准时间内完成分配的工作。如果他能够节省时间，他将根据节省的时间获得奖金奖金金额为节省时间的50%。
Total Earnings = Time Taken * Hourly Rate + (Standard Time – Time Taken) * Hourly Rate * 50 percent
总收入=所用时间*小时费率+（标准时间-所用时间）*小时费率*50%
Advantages of these incentives plans: 这些激励计划的优点
Higher wages for worker and higher profits for the firm.工人工资提高，公司利润增加。
Focus subordinate efforts 集中下属工作
Variable costs linked to results 与结果相关的可变成本
Reward those who will perform well.奖励那些表现出色的人。
EXAMPLE 例子
Productivity incentive scheme for TEA PLUCKERS IN Tamil Nadu. 泰米尔纳德邦TEA PLUCKERS的生产力激励计划
till 1980’s workers were paid a fixed rate and small incentive for extra plucking of leaves 直到20世纪80年代，工人们都获得固定的工资和额外采摘树叶的少量奖励
This was a constant amount/kg of tea but in due course, the system was reined by having two incentive slabs 这是每公斤茶叶的固定数量，但在适当的时候，系统受到了两个激励板的控制
After several rounds of negotiations, an agreement was reached in 1990 经过几轮谈判，1990年达成了协议
Result:-结果
There was a 36 percentage improvement in the plucking average. 平均拔除率提高了36%。
2. The benefits to puckers during the five year period had gone up by 25 percentages. 五年期间，冰球运动员的收益增加了25%。
Salary/wage structures should be re-worked out 应重新制定工资/工资结构
The management should pay according to the industrial policy norms so that employees feel that they are being adequately paid. The management provided salary/wages to them keeping in mind that the minimum wages/salary act and all other act should be follow before fixation of salary/wages structure. The management is also set an appraisal time to time to increase the wage/salary structure so that they can get a completive salary/wages as compared to other industries.
管理层应根据行业政策规范进行支付，以使员工感到他们得到了足够的报酬。管理层向他们提供了工资/工资，并牢记在确定工资/工资结构之前应遵守最低工资/工资法案和所有其他法案。管理层还不时设定评估时间，以提高工资/薪金结构，从而与其他行业相比，他们可以获得完整的工资/薪金。
For this, the management should follow five steps to determine the salary/wages. This are- 为此，管理层应遵循五个步骤来确定工资。这是：
Review your own pay practices.回顾您自己的薪酬实践。
Define the job 定义工作
Track the completion 跟踪完成情况
Set the salary range 设置薪资范围
Bundle pay and parks.捆绑付款和停车场
Advantage of fair and true fixation of salary/wages by management-管理层公平、真实地固定薪酬/工资的优势
Increase motivation among employers.提高雇主的积极性
Increase productivity.提高生产力
Achieving the target.实现目标
There is employee’s stability.还有员工的稳定性
Reduce wastage of manpower planning.减少人力规划的浪费
HR Personnel Should Be Re-Shuffled 人力资源人员应重新洗牌
The problem of low productivity and higher absenteeism showing there is Lax HR personnel. So the HR personnel may reshuffled and to promote the culture of hard work to there employees. They can set there rigid rules to there employers in order to avoid the given problems.
生产率低和旷工率高的问题表明人力资源人员缺乏。因此，人力资源人员可能会重新调整，并向员工推广努力工作的文化。他们可以为雇主制定严格的规则，以避免出现问题。
The management should adopt the right HR practice to increase productivity. The top ten HR practices which should follow in every firm. This are- 管理层应采用正确的人力资源实践来提高生产力。每个公司应遵循的十大人力资源实践。这是：
Safe, Healthy and happy work place 安全、健康和快乐的工作场所
Creating a safe, healthy and happy workplace will ensure that the employees feel homely and stay with the organization for a very long time. Capture their pulse through employee surveys.
创建一个安全、健康和快乐的工作场所，将确保员工感到宾至如归，并在组织中呆很长时间。通过员工调查了解他们的脉搏。
Open book management style 开卷管理风格
Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force… It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style.
共享有关合同、销售、新客户、管理目标、公司政策、员工个人数据等信息，确保员工与管理层一样对业务充满热情。通过这一公开的过程，您可以逐步创建一种参与式管理的文化，并激发员工的创造性努力……这包括让员工成为您战略决策的相关方，从而使他们与您的业务目标相一致。尽可能开放。它有助于建立信任并激励员工。员工自助服务门户、经理在线等是当今管理层实践这种风格的工具。
Performance linked bonus 绩效挂钩奖金
Paying out bonuses or having any kind of variable compensation plan can be both an incentive and disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team’s success and the individual’s performance. Never pay out bonus without measuring performance, unless it is a statutory obligation.
根据奖金的管理和沟通方式，发放奖金或制定任何形式的可变薪酬计划都可能是一种激励和幻灭。奖金的设计必须让人们明白，除非公司达到一定的盈利水平，否则不会有奖金。其他标准可能是团队的成功和个人的表现。除非是法定义务，否则不得在未衡量绩效的情况下发放奖金。
360 degree performance management feedback programmed 360度绩效管理反馈计划
This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development
这一系统征求上级（包括老板）、同事和下属的反馈意见，已越来越成为收集绩效反馈的最佳方法。努力工作只给一个人留下深刻印象的日子已经一去不复返了，现在重要的是所有人的意见，尤其是当你处于领导地位时（在任何级别）。团队中的每个人都有责任提供相关、积极和建设性的反馈。此类系统也有助于确定组织中更高级别职位的领导者。高级管理人员可以利用这些反馈进行自我发展
Fair evaluation system for employees 员工公平评价制度
Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counseling & achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee should be screened by the next higher level (often called a Reviewer). Cross – functional feedback, if obtained by the immediate boss from another manager (for whom this employee’s work is also important), will add to the fairness of the system. Relative ratings of all subordinates reporting to the same manager are another tool for fairness of evaluation. Normalization of evaluation is yet another dimension of improving fairness.
制定一个明确将个人绩效与公司业务目标和优先事项联系起来的评估系统。每个员工都应该有明确的报告关系。自我评估作为评估过程的一部分，赋予员工权力。如果评估是基于员工的定期咨询记录和一年中的业绩，则评估会更加公平。为了更高的客观性，除了直接上司之外，每个员工都应该接受下一个更高级别的审查（通常称为审查员）。如果直接上司从另一位经理（该员工的工作对他来说也很重要）处获得跨职能反馈，将提高系统的公平性。向同一经理汇报的所有下属的相对评级是评估公平性的另一种工具。评价标准化是提高公平性的另一个方面。
Knowledge sharing 知识共享
Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas (implemented at the work place) are good to be posted on these knowledge sharing platforms. However, what to store & how to maintain a Knowledge base requires deep thinking to avoid clutter.
采用系统方法确保知识管理支持战略。将知识存储在数据库中，以便更好地访问公司或员工在公司知识门户上发布的信息。当员工参加任何能力或技能发展计划后返回时，可以强制要求与他人分享基本知识。在这些知识共享平台上发布创新想法（在工作场所实施）很好。然而，存储什么以及如何维护知识库需要深入思考，以避免混乱。
Highlight performers 突出显示执行者
Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements.
创建优秀员工的个人资料，并通过公司内部网、展示板等使其可见。这将鼓励其他人发挥自己的最佳水平，从而在公司内创造一个竞争环境。如果采用系统的方法来挑选优秀的员工，你肯定可以避免不满。
Open house discussions and feedback mechanism 开放式讨论和反馈机制
Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions, employee-management meets, suggestion boxes and ideas capture tools such as Critical Incidents diaries are the building blocks that can help the Managers to identify & develop talent.
思想统治世界。伟大的组织认可、培养和执行伟大的想法。员工是思想的最大来源。唯一能阻止伟大想法充斥你的组织的是缺乏一个适当的机制来捕捉想法。开放式讨论、员工管理会议、建议框和关键事件日志等想法捕获工具是帮助经理识别和培养人才的基础。
Reward ceremonies 奖励仪式
Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is broadcast. Looking at the Dollar Check is often less significant than listening to the thunderous applause by colleagues in a public forum.
仅仅承认天赋是不起作用的，你需要把它与宣布承认的仪式结合起来。看美元支票往往不如在公共论坛上听同事们雷鸣般的掌声来得重要。
Delight employees with the unexpected 为员工带来意想不到的惊喜
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential
最后但并非最不重要的一种方式是偶尔用意外的事情来取悦你的员工，这些事情可能以奖励、礼物或做得好的证书的形式出现。不仅要奖励表现最好的员工，还要奖励其他一些需要激励才能发挥潜力的员工
4) If Absenteeism is due to lack of interest by the employees in the job, because they do not see career advancement in the company. The management should started career counseling sessions to generate interest in the job among the employees.
如果旷工是因为员工对工作缺乏兴趣，因为他们看不到公司的职业发展。管理层应开始职业咨询会议，以激发员工对工作的兴趣。
5) Leave encashment may be encouraged:- 可鼓励休假兑现
Leave encashment refers to that amount payable for the employees leave period, depending upon the leaves to his credit and his salary at the time of termination of employment or at the time of encasing his leaves.
The encashment can be calculated as:-
Basic +DA (BASIC+DA/26)*NO. OF DAYS)
休假兑现是指员工休假期间的应付金额，取决于其在终止雇佣或兑现休假时记入其贷方账户的休假和工资。
兑现可计算为：
基本+DA（Basic+DA/26）*编号。天）
6. A suitable (encouraging competition) promotion policy should be introduced, if not already existing 如果还没有出台适当的（鼓励竞争）促进政策
A set of rules & guidelines set forth by a firm or organization that outlines how employees are to interact with potential customers in the promotion of a good or service. The promotion policy helps the company keep control of the message it is sending about the good or service, as well as to dictate appropriate actions that employees can take when dealing with outside personnel. For example, a pharmaceutical company could have a promotion policy that its field representatives must adhere to when they meet with doctors to promote a drug.
公司或组织制定的一套规则和指南，概述了员工在推销商品或服务时如何与潜在客户互动。促销政策有助于公司控制其传达的有关商品或服务的信息，并规定员工在与外部人员打交道时可以采取的适当行动。例如，制药公司可以制定一项促销政策，当其现场代表与医生会面推销药物时，必须遵守该政策。
The firm can adopt various types of promotional activity to increase there productivity.公司可以采取各种类型的促销活动来提高生产率。
There are a numerous ways to promote there goods and service. Sometime in big organization may adopt a various types of sales strategies to increase there goods and service. These are:-
有很多方法可以在那里推广商品和服务。有时，在大型组织中，可能会采取各种类型的销售策略来增加商品和服务。这些是：
Contests 竞赛活动
Contests are a frequently used promotional strategy. Many contests don’t even require a purchase. The idea is to promote your brand and put your logo and name in front of the public rather than make money through a hard-sell campaign. People like to win prizes. Sponsoring contests can bring attention to your product without company overtones.
竞赛活动是一种常用的促销策略。许多比赛甚至不需要购买。这样做的目的是推广你的品牌，把你的标志和名字放在公众面前，而不是通过一场硬卖活动赚钱。人们喜欢获奖。赞助比赛可以给你的产品带来关注，而不会带有公司的色彩。
Social Media 社会化媒体
Social media websites such as Face book and Google+ offer companies a way to promote products and services in a more relaxed environment. This is direct marketing at its best. Social networks connect with a world of potential customers that can view your company from a different perspective. Rather than seeing your company as “trying to sell” something, the social network can see a company that is in touch with people on a more personal level. This can help lessen the divide between the company and the buyer, which in turn presents a more appealing and familiar image of the company.
Facebook和Google+等社交媒体网站为公司提供了一种在更宽松的环境中推广产品和服务的方式。这是最好的直接营销。社交网络连接着一个潜在客户的世界，他们可以从不同的角度看待您的公司。社交网络可以看到一家公司在更个人层面上与人们保持联系，而不是将你的公司视为“试图销售”某种东西。这有助于缩小公司和买家之间的分歧，从而呈现出更具吸引力和熟悉的公司形象。
Mail Order Marketing 邮购营销
Customers who come into your business are not to be overlooked. These customers have already decided to purchase your product. What can be helpful is getting personal information from these customers. Offer a free product or service in exchange for the information. These are customers who are already familiar with your company and represent the target audience you want to market your new products to.
进入您业务的客户不容忽视。这些客户已经决定购买您的产品。从这些客户那里获取个人信息可能会有所帮助。提供免费产品或服务以换取信息。这些客户已经熟悉您的公司，并代表您希望向其推销新产品的目标受众。
Product Giveaways 产品赠品
Product giveaways and allowing potential customers to sample a product are methods used often by companies to introduce new food and household products. Many of these companies sponsor in-store promotions, giving away product samples to entice the buying public into trying new products.
产品赠品和允许潜在客户试用产品是公司推出新食品和家用产品的常用方法。其中许多公司赞助店内促销活动，赠送产品样品，以吸引消费者尝试新产品。
Point-of-Sale Promotion and End-Cap Marketing 销售点促销和终端市场营销
Point-of-sale and end-cap marketing are ways of selling product and promoting items in stores. The idea behind this promotional strategy is convenience and impulse. The end cap, which sits at the end of aisles in grocery stores, features products a store wants to promote or move quickly. This product is positioned so it is easily accessible to the customer. Point-of-sale is a way to promote new products or products a store needs to move. These items are placed near the checkout in the store and are often purchased by consumers on impulse as they wait to be checked out.
销售点和终端市场营销是在商店销售产品和促销商品的方式。这种促销策略背后的理念是方便和冲动。端盖位于杂货店过道的末端，展示了商店想要推广或快速移动的产品。该产品的位置便于客户使用。销售点是一种促销新产品或商店需要移动的产品的方式。这些物品放在商店结账处附近，消费者在等待结账时往往会冲动购买。
Customer Referral Incentive Program 客户推荐激励计划
The customer referral incentive program is a way to encourage current customers to refer new customers to your store. Free products, big discounts and cash rewards are some of the incentives you can use. This is a promotional strategy that leverages your customer base as a sales force.
客户推荐激励计划是一种鼓励现有客户推荐新客户到您的商店的方式。免费产品、大折扣和现金奖励是你可以使用的一些激励措施。这是一种利用客户群作为销售力量的促销策略。
Causes and Charity 慈善事业
Promoting your products while supporting a cause can be an effective promotional strategy. Giving customers a sense of being a part of something larger simply by using products they might use anyway creates a win/win situation. You get the customers and the socially conscious image; customers get a product they can use and the sense of helping a cause. One way to do this is to give a percentage of product profit to the cause your company has committed to helping.
在支持某项事业的同时推广您的产品可能是一种有效的促销策略。通过使用他们可能使用的产品，让客户感觉自己是更大产品的一部分，这会创造一种双赢的局面。你得到了顾客和有社会意识的形象；客户得到了他们可以使用的产品和帮助事业的感觉。实现这一点的一种方法是将产品利润的一定比例用于公司致力于帮助的事业。
Branded Promotional Gifts 品牌促销礼品
Giving away functional branded gifts can be a more effective promotional move than handing out simple business cards. Put your business card on a magnet, ink pen or key chain. These are gifts you can give your customers that they may use, which keep your business in plain sight rather than in the trash or in a drawer with other business cards the customer may not look at.
与发放简单的名片相比，赠送功能性品牌礼品可能是更有效的促销举措。将名片放在磁铁、墨水笔或钥匙链上。这些是您可以送给客户的礼物，他们可以使用这些礼物，让您的业务一目了然，而不是放在垃圾桶里，或者放在客户可能看不到的其他名片的抽屉里。
Customer Appreciation Events 客户答谢活动
An in-store customer appreciation event with free refreshments and door prizes will draw customers into the store. Emphasis on the appreciation part of the event, with no purchase of anything necessary, is an effective way to draw not only current customers but also potential customers through the door. Pizza, hot dogs and soda are inexpensive food items that can be used to make the event more attractive. Setting up convenient product displays before the launch of the event will ensure the products you want to promote are highly visible when the customers arrive.
店内顾客答谢活动包括免费茶点和门奖，将吸引顾客进入商店。强调活动的欣赏部分，不购买任何必要的东西，是吸引当前客户和潜在客户的有效途径。披萨、热狗和汽水都是便宜的食物，可以用来让活动更有吸引力。在活动开始前设置方便的产品展示，将确保客户到达时，您想要推广的产品高度可见。
After-Sale Customer Surveys 售后客户调查
Contacting customers by telephone or through the mail after a sale is a promotional strategy that puts the importance of customer satisfaction first while leaving the door open for a promotional opportunity. Skilled salespeople make survey calls to customers to gather information that can later be used for marketing by asking questions relating to the way the customers feel about the products and services purchased. This serves the dual purpose of promoting your company as one that cares what the customer thinks and one that is always striving to provide the best service and product.
销售后通过电话或邮件联系客户是一种促销策略，它将客户满意度的重要性放在首位，同时为促销机会敞开大门。熟练的销售人员通过询问客户对所购买的产品和服务的感觉，向客户打电话调查，收集信息，以便以后用于营销。这具有双重目的，即将您的公司宣传为一家关心客户想法的公司，一家始终致力于提供最佳服务和产品的公司。
7) Training programmers should be started with a motivational approach:- 培训程序员应从激励方法开始
The management should provide training for overall performance of employees in order to get work affiance. In order to grow a business, employees and managers need to be trained in motivational sales techniques. Motivational sales training teaches participants how to use different skills, approaches and techniques to motivate people to purchase the product or service being offered. Without continual training, salespeople can become dependent on one particular selling approach, which can limit their sales results. Use motivational sales training to continually challenge and sharpen employees’ abilities to sell.
管理层应为员工的整体绩效提供培训，以获得工作认可。为了发展业务，员工和经理需要接受激励销售技巧方面的培训。激励式销售培训教会学员如何使用不同的技能、方法和技巧来激励人们购买所提供的产品或服务。如果没有持续的培训，销售人员可能会依赖一种特定的销售方法，这会限制他们的销售结果。利用激励性销售培训不断挑战和提高员工的销售能力。
8) TRADE UNION 公会
Trade union is an organization that consists of workers and it is formed to protect its members from those forces that could harm their interests. These forces could be the employers or management, the state or the government or any other agency identified as such. This could be, broadly speaking; a simple description of trade unions and it contains the basic idea of what trade unions are.
In case there is no union, or the union is not strong enough, some employees who are top absentees or least productive may be shunted out to send a message or signal to the other employee to come to terms. The management should form the trade union on behalf of workers so that the workers should feel to the organization. They can feel free to meet there demand through union leader. If there is no trade union than workers are not meet there expectation and afterwards they De-Motivated and hence productivity will tend to decrease.
工会是一个由工人组成的组织，其成立是为了保护其成员免受可能损害其利益的势力的伤害。这些力量可能是雇主或管理层、国家或政府或任何其他机构。广义地说，这可能是：；对工会的简单描述，它包含了工会的基本概念。
如果没有工会，或者工会不够强大，一些缺勤率最高或生产力最低的员工可能会被分流出去，向其他员工发出信息或信号，要求他们达成协议。管理层应代表工人组建工会，使工人对组织有感觉。他们可以自由地通过工会领袖满足他们的需求。如果没有工会，那么工人就不能达到预期，之后他们就会失去动力，因此生产率会下降。
Benefits of trade unions 工会的福利
a) Increase productivity: – Unions help build high-trust workplaces where workers are healthier, better skilled and more able to resolve grievances – all of which lead to a more committed and productive workforce. Unions can also help maintain productivity during periods of employer innovation – by providing ways of consulting with workers over change and reducing the chances of staff resistance.
提高生产力：工会有助于建立高度信任的工作场所，使工人更健康、技术更熟练、更有能力解决不满，所有这些都会使员工更加敬业、更有生产力。工会还可以帮助在雇主创新时期保持生产力——通过提供与工人协商变革的方式，减少员工抵制的机会。
b) Save money. – Early identification of problems in the workplace can lead to significant savings, for example by reducing the costs employers face as a result of accidents, ill health and staff turnover. Unions also have a strong record of working with employers to identify efficiencies and cost savings- both employers and employees have a shared interest in business success.
省钱。–及早发现工作场所的问题可以节省大量开支，例如减少雇主因事故、健康不良和员工流动而面临的成本。工会在与雇主合作以确定效率和成本节约方面也有着良好的记录——雇主和员工都对商业成功感兴趣。
c) Provide access to learning and skills: – Helping members to access education and training is a key priority for unions. Research shows that union recognition has a consistently positive effect on the amount and range of training that is provided to employees.2 In turn, higher skilled employees bring productivity benefits for employers.
提供学习和技能的机会：帮助会员获得教育和培训是工会的一个关键优先事项。研究表明，工会认可对向员工提供的培训的数量和范围具有持续的积极影响。反过来，高技能员工为雇主带来生产力效益。
d) Ensure workplaces are safe:-. Union representatives help to lower accident rates at work by ensuring safe working practices and reducing stress-related ill health caused by, for example, working long hours, being bullied or working in poor quality environments. Evidence shows that unionized workplaces are safer workplaces1 – which has the added benefit for employers of significantly reducing the costs of ill health and accidents. To lower accident rates at work of significantly reducing the costs of ill health and accidents. to lower accident rates at work by ensuring safe working practices and reducing stress-related ill health caused by, for example, working long hours, being bullied or working in poor quality environments. Evidence shows that unionized workplaces are safer workplaces1 – which has the added benefit for employers of significantly reducing the costs of ill health and accidents.
确保工作场所安全：工会代表通过确保安全的工作实践和减少因长时间工作、被欺负或在质量差的环境中工作而导致的压力相关疾病，帮助降低工作事故率。有证据表明，加入工会的工作场所更安全1——这对雇主有额外的好处，可以显著降低健康不良和事故的成本。降低工作中的事故率，显著降低健康不良和事故的成本。通过确保安全的工作实践和减少因长时间工作、受欺负或在恶劣的环境中工作而导致的压力相关疾病，降低工作事故率。有证据表明，加入工会的工作场所更安全1——这对雇主有额外的好处，可以显著降低健康不良和事故的成本。
9) Social security provide by management:- 管理层提供的社会保障
The national commission of labor(2002) opines that in the Indian context, social security may be defined a all types of measures consisting of preventive, promotional or protective depending on whether they are designed to:
国家劳工委员会认为，在印度，社会保障可以定义为包括预防性、促进性或保护性措施的所有类型，具体取决于这些措施是否旨在：
prevent deprivation(preventive measure) 防止剥夺（预防措施）
assure everyone of basic minimum income which would be adequate for meeting the basic needs of oneself one’s family or dependants( promotional measures) 确保每个人都有基本的最低收入，足以满足其家庭或受扶养人的基本需求（促进措施）
protect income against loss or diminution due to the occurrence of any contingency including sickness(protective measure)
保护收入不因任何意外事件（包括疾病）的发生而遭受损失或减少（保护措施）
The management should provide all social security to there employers such as:-管理层应向雇主提供所有社会保障，例如：
social assistance 社会援助
social insurance 社会保险
major acts to serve better to the interest of workers like- 更符合工人利益的主要行为，如：
1) Employees state insurance act, 1948. 1948年《雇员国家保险法》
2) Maternity benefits act (1961) 《生育福利法》（1961年）
3) Employees provident funds act, 1952 1952年《雇员公积金法》
4) The payment of gratuity act, 1971 1971年《酬金支付法》
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