A Fair Day's Pay |
From inside the book
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Page 20
... factory and a good trade union leader always sees there is a bit of trouble left to deal with next week - but I think that is an exaggeration if not rank libel ! But let me put it this way , if you have no labour troubles in the factory ...
... factory and a good trade union leader always sees there is a bit of trouble left to deal with next week - but I think that is an exaggeration if not rank libel ! But let me put it this way , if you have no labour troubles in the factory ...
Page 95
... factory . Suppose the factory next door is making the same product as you , but has an entirely different wage level ? Who is right , you or he ? You might say it is a question of how much profit is being made . It may be so , or it may ...
... factory . Suppose the factory next door is making the same product as you , but has an entirely different wage level ? Who is right , you or he ? You might say it is a question of how much profit is being made . It may be so , or it may ...
Page 102
... factories to see what each other's methods are . All these are matters that would help to produce uniformly higher ... factory , but it would be fundamentally the same , and only the local differences would have to be worked out ...
... factories to see what each other's methods are . All these are matters that would help to produce uniformly higher ... factory , but it would be fundamentally the same , and only the local differences would have to be worked out ...
Contents
FOREWORD | 1 |
the OfficeMotionStudy in SportFrank GilbrethWhat | 23 |
tionThe Average WorkerFour Stages of TimeStudy | 42 |
Common terms and phrases
Adjustment agreement aircraft pilot apply average worker basic rate basic wage Bedaux system bench Birmingham bonus cent chart conveyor cost day-work deal departmental manager EDISON SCREW employers example experience factory fair day's pay fast fatigue Figure Fixing Wage foreman Gilbreth give going grading hand idea incentive increase industry job assessment job evaluation job should take kind labour machine material matter maximum means measurement ment mental Manager merit awards method miles an hour motion motion-study and time-study movements necessary output Payment by Results PICK piece rates piece-work principles problem productivity rate-fixing reasonably roadsweeper schemes shop stewards simply skilled sort speed and effort Staff Assessment standard steeplejack stop-watch suggest sweated labour symbols target salary techniques tell therbligs thing time-study engineer trade union WAGE LEVEL wage scale walking weekly staff White Paper whole work-people worth