Efficiency Methods
An Introduction to Scientific Management

TRADES UNIONS l8l wage paid to all workers, good and bad alike; whereas it is only the minimum ; a good worker is practically never forbidden to take more where he can get it.1 Nevertheless, Mr. and Mrs. Webb point out that, at any rate with a time-wage, the adoption of a standard rate does tend towards equalization of wages. There is no doubt that the desire for something more like equalization is growing, as a sentiment and as a principle, among workers. It is a direct development of their new ideal of society and social obligation that a man should not be worse paid than another in his class because of minor differences in natural strength, alertness or dexterity, although they do believe in better pay for any capacity in achievement which is the result of longer training. Readers will see that this sentiment will con- stitute a theoretical barrier of objection to paying a worker absolutely by efficiency ; and this will make yet another reason for what has been already urged— that the arrangement and gradation of the bonus should be matters on which the workmen are con- sulted, if they are to show loyalty to and enthusiasm for the new methods. It has been said frequently by the leaders, with very strong conviction, that rates must not be cut. If the management makes a mistake in setting a task, and certain workers earn very large wages, the management must abide by its mistake and bear the loss until at any rate some reasonable adjustment in the whole task can be suggested. But what would the Unions say to such 1 " Industrial Democracy,” pp. 201-3.