As the name suggests, distribution according to work is how much work is done, how much effort is contributed, and then how much wages are paid.

Whether it is this word or this kind of distribution, it is not unique to later generations, there has been such a distribution method since ancient times, and the pay is proportional to the gain, which is reasonable and justified.

In the simplest example, two farmers also have ten acres of land to grow crops, and the industrious one often weeds, nourishes and waters, and the crops grow well and the harvest is more.

In the case of shops in the city, the shopkeeper is paid as the shopkeeper, the cook is paid as the cook, and the man is paid as the man, which is also an example of distribution according to work.

It's just that in this example, it is not based on the amount of "labor", but the quality of "labor", and the income generated by different positions for the shop can also be distinguished.

In the past, when the workshop first started to operate, although the positions were different, everyone worked hard, so there was no big difference in income distribution.

But today is different from the past, and when problems arise, the solution to the problem is always the adjustment of economic means, hoping that beating and scolding and preaching may work, but it will not last long.

Lao Li and several other villagers, as well as several workshop managers, all agreed with Yang Huairen's proposal very much, and rushed to express their approval.

However, things seem to be very simple to say, but when it comes to actually doing it, it is not as easy as it seems on the surface.

Distribution according to work is only the ideological core of distribution, and it is necessary to have a meticulous system on how to formulate detailed implementation methods and how to implement them, so that the vast majority of workers can convince them.

The first is the division of positions. Later theoretical research on production and labor has proved that the more elaborate the division of posts, the more it can improve production efficiency and effectively maximize production capacity.

This one is easy to understand, with a simple example. In the large-scale kitchen, the chef is actually only responsible for cooking most of the time, and as for the work of washing and cutting vegetables, it is left to the hands and the cooks to do.

You can imagine that if every chef washes and chops vegetables and cooks them by himself, it is easy to be busy and lose sight of the other, and the efficiency is relatively low.

When everyone focuses on the same thing, under a certain standard, the quality of the dishes is more guaranteed, the time is the least, and the workload is also reduced to a certain extent, which improves the overall efficiency.

Different positions will be based on the technical requirements of the post and the amount of labor paid to determine the basic wage level of each position.

The formulation of this basic salary is also learned, and cannot be recklessly formulated according to personal preferences and cognition.

For example, the wages of the positions with high technical requirements are naturally higher, and the wages of the positions with low technical requirements are naturally less, and the same is true for the positions that require physical strength.

Of course, the gap between the high and low wages should not be too big at the beginning, which will cause everyone's resistance.

Secondly, the quantitative definition of the amount of labor also requires everyone to sit down and discuss it together, rather than a leading steward who has the final say.

If there is a clear unit that can be quantified, the amount of piecework wages should be delineated according to the amount of output, for example, this group of people produced 100 jars of wine, and the other group produced 90 jars, and the workload of different shifts of people should be defined according to the output per unit of time.

Some of the products that cannot be defined simply by the amount of such output can be calculated by flexible working hours.

If these two methods still do not quantify the amount of labor, then it is up to the stewards to devise the most appropriate distribution according to the characteristics of their respective workshops.

Again, it is to improve work efficiency at the same time, how to ensure the quality of products, not because everyone wants to have more products to get the piecework wages, ignore that quality is the root of the product.

Therefore, on the basis of distribution according to work, there must also be certain mandatory reward and punishment measures.

For example, if a craftsman proposes an improvement to the production process of the workshop, if it is proven that it can indeed improve the output or quality, then a certain amount of bonus should be awarded at one time.

Similarly, if the same position only cares about the output and ignores the quality, resulting in the quality of the product is not up to standard, then the relevant responsible person will also be fined.

It is to use a clear system of rewards and punishments to ensure a basic quality system.

Finally, the implementation of the system should not be achieved overnight, but should be carried out step by step in line with the principle of gradual and orderly progress, so that the workers will not have the idea of being unsuitable and resistant.

Yang Huairen felt that although the method of adjusting income was used to mobilize the enthusiasm of workers, it was also necessary to maintain the original high welfare.

For example, the basic salary income of workers is still higher than that of the same position in similar workshops in other places, and the point is to tell everyone that whoever works more and who is willing to work hard will have a higher income than others.

The ultimate goal is to let everyone see that the income of hard-working people will be at least twice as high as that of lazy people every month.

Using this most direct way to stimulate everyone's enthusiasm for labor, I believe that the vast majority of people will understand Yang Huairen's intention and good intentions in implementing such a system.

And those lazy people, if they still refuse to repent, there is no way to do it.

After all, they are all from their own Zhuangzi, and Yang Huairen is not easy to beat them to death with a stick, so he really dismisses them, so it is better to arrange some less important positions for them to do, and pay some basic wages every month to support them, so that they will not go hungry.

It's not that Yang Huairen wants to make a big pot of rice, but he believes that after the implementation of the new system, those original lazy people will not be touched at all.

Seeing that others pay more labor and get more money, all living in a village, aren't they blushing, not afraid of being poked in the back and scolded for being lazy?

Yang Huairen explained the general situation, as for the detailed system, it is impossible to improve it all at once, and it is necessary to continue to find inconsistencies in future operations, and then slowly improve it.

Everyone present was very much in favor, especially the bankers were once again impressed by their county lord.

Lao Li Tou also laughed happily, saying that the owner is worthy of being a scholar, and everything is done in a set, just listening to it makes people feel convinced.

Yang Huairen just smiled, he knew in his heart that these were just some extensive management models, and in the current situation, no matter how fine the management method was, there must be soil suitable for its survival.