How do you design a pay plan that motivates people to do their best work? A new

题文

How do you design a pay plan that motivates people to do their best work? A new study by three Harvard rearchers suggests a novel answer: Shortly after you hire new workers, give them a rai."Previous rearch has shown that paying people more than they expect may elicit reciprocity(相互作用) in the form of greater productivity," notes Deepak Malhotra, a Harvard business-administration professor who worked on the study. What he and his colleagues found, however, was that the connection between more pay and extra effort depends on prenting the increa "as a gift—that is, as something you've chon to do purely as a nice gesture, with no strings attached."Malhotra and his team studied 267 people hired by oDesk, a global online network of freelancers, to do a one-time data-entry project for four hours. All of the new hires were people in developing countries, for whom hourly wages of $3 and $4 were higher than what they had been making in previous jobs. The rearchers split the group up into three equal parts. One group was told they would earn $3 an hour. A cond group was initially hired at $3 an hour but, before they started working, they got a surpri: The budget for the project had expanded unexpectedly, they were told, and they would now be paid $4 an hour. The third group was offered $4 an hour from the start and given no increa. Even though the cond and third groups were eventually paid the same amount, the cond group worked harder and produced more—about 20% more—than either of the other two. People in the cond group also showed the most stamina, maintaining their focus all the way through the assigned task and performing especially well toward the end of the four hours. Interestingly, the more experienced employees in the high-performing group were the most productive of all, apparently becau their previous work experience led them to appreciate the rarity of an unexpected rai. Contrary to conventional wisdom, Malhotra points out that higher pay, in and of itlf, didn't promote productivity: People who made $4 an hour from the beginning worked no harder than tho who were hired at $3 and were then paid $3. To get the most impact from their pay plans, he adds, companies might consider not only what to pay new hires, but when to pay it."The key thing is how you prent [the reason for an increa]," he says. Doling out extra money could promote productivity most "if you make it clear that the pay rai is something you're choosing to do just becau you can. Our theory is that people will reciprocate. If you do something nice, they'll do something nice back."   小题1:Which of the following is true about the rearch?A．None of the participants earned more than $4 an hour in previous jobs. B．89 of the participants got a $1 wage rai for their high productivity.C．It was so important that the budget for it was incread in the process.D．Stamina shown in it was positively related to the amount of money paid.小题2:What does the underlined word “stamina” most probably mean?A．The quality of being intelligent or clever.B．The quality of doing something difficult or dangerous.C．The physical or mental energy needed to do a tiring activity for a long time. D．A particular method of doing an activity, usually involving practical skills.小题3:Why did the cond group produce more than the other two groups? A．Becau they thought they were better paid than the other groups. B．Becau they were experienced employees from developing countries. C．Becau an unexpected rai reminded them of their previous work. D．Becau they felt they were nicely treated and tried best to repay it.小题4:What can we infer from this passage?A．No pains, no gains.B．It matters not what we give but how.C．Honesty is the best policy.D．Actions speak louder than words. 题型：未知难度：其他题型

答案

小题1:A小题2:C小题3:D小题4:B

解析

如何才能设计出一项足以激励员工全情投入工作的薪酬计划呢？日前，哈佛商学院的3位研究人员提出了一个新奇的解决方案：雇佣新员工不久后，就给他们加薪。结果表明这样做的效果很明显。小题1:细节题：从文章第三段的句子：All of the new hires were people in developing countries, for whom hourly wages of $3 and $4 were higher than what they had been making in previous jobs.可知没有一个参与者以前的工资超过每小时4美元的，选A小题2:猜词题：从第五段的句子：maintaining their focus all the way through the assigned task and performing especially well toward the end of the four hours.可知 “stamina”指的是做长时间令人疲劳的工作需要的：体力，耐力，持久力，选C小题3:细节题：从文章第五段的句子: Interestingly, the more experienced employees in the high-performing group were the most productive of all, apparently becau their previous work experience led them to appreciate the rarity of an unexpected rai.可知第二组的人比其他两组的人做的好，因为他们觉得自己被善待了，想尽量的回报。选D。小题4:推理题：从文章最后一段的句子："The key thing is how you prent [the reason for an increa],可知我们给什么不重要而是给与的方式很重要。选B

考点

据考高分专家说，试题“How do you design a .....”主要考查你对 [人生感悟类阅读 ]考点的理解。 人生感悟类阅读

人生感悟类阅读的概念：

生活感悟类的文章就是指能给人心灵以启迪，使人从中受到教育的文章。这类文章的体裁可以是记叙文，如生活中一些感人故事或情感故事，有点类似心灵鸡汤一样的短文。

生活感悟类阅读解题指导：

一、文章特点： 生活感悟类的文章就是指能给人心灵以启迪，使人从中受到教育的文章。这类文章的体裁可以是记叙文，如生活中一些感人故事或情感故事，有点类似心灵鸡汤一样的短文。有时故事的结尾会有一句“点睛之笔”，点出全文的中心思想，就像《伊索寓言》里的寓言一样。还可能是夹叙夹议的哲理散文或生活随笔。散文随笔通常会阐述一种朴素易懂，耳熟能详的人生道理或宝贵品质。文章的结构和议论文类似，一般是总分总或总分结构。每段首句或尾句为主题句（论点），其它句子围绕主题展开论述（论据），论证方法多种多样，或举例，或引用名言，或正反对照等。二、解题技巧：针对生活感悟类文章的特点，做这类文章的完形填空时，要特别注意以下几点：1、重点理解全文的首句。如果是记叙文，找出when，where，who，what等基本要素。如果是散文随笔，充分理解文章的中心句—全文的主题。2、阅读全文的结尾段或结尾句，有助于理解文章所阐述或蕴含的哲理、感悟或忠告等。3、调动自己的背景知识和情感。这类文章不会讲大道理也不会涉及到一些很专业的知识技术领域，而是谈一些小事和简单的道理，所以如果读者能和作者产生感情上的共鸣，读者会更好地把握作者的意图态度，从而提高做题的准确度。因此，考生在平时要做一个有心人，即用心去感悟生活中发生的小事，思考人生的一些基本道理，多阅读一些短小精悍的美文，多写写自己的心情故事和对生活学习的感悟。只有平时多用心，做题时才能调动自己的背景知识和情感。