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Many managers are influenced by dangerous myths about pay that lead to counterproductive decisions about how their companies compensate employees. One such myth is that labour rates, the rate per hour paid to workers, are identical with labor costs, the money spent on labour in relation to the productivity of the labor force. This myth leads to the assumption that a company can simply lower its labor costs by cutting wages. But labor costs and labor rates are not in fact the same: one company could pay its workers considerably more than another and yet have lower labor costs if that company's productivity were higher due to the talent of its workforce, the efficiency of its work processes, or other factors. The confusion of costs with rates persists partly because labor rates are a convenient target for managers who want to make an impact on their company's budgets. Because labor rates are highly visible, managers can easily compare their company's rates with those of competitors. Furthermore, labour rates often appear to be a company's most malleable financial variable: cutting wages appears an easier way to control costs than such options as reconfiguring work processes or altering product design.

The myth that labor rates and labor costs are equivalent is supported by business journalists, who frequently confound the two. For example, prominent business journals often remark on the “high" cost of German labor, citing as evidence the average amount paid to German workers. The myth is also perpetuated by the compensation consulting industry, which has its own incentive to keep such myths alive. First, although some of these consulting firms have recently broadened their practices beyond the area of compensation, their mainstay continues to be advising companies on changing their compensation practices. Suggesting that a company's performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants’ interests. Furthermore, changes to the compensation system may appear to be simpler to implement than changes to other aspects of an organization, so managers are more likely to find such advice from consultants palatable. Finally, to the extent that changes in compensation create new problems, the consultants will continue to have work solving the problems that result from their advice.

It can be inferred from the passage that the author would be most likely to agree with which of the following statements about compensation?

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  • 分析B选项
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  • 分析C选项
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  • 分析D选项
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  • 分析E选项
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当前版本由 哎呀 更新于2015-10-09 16:22:49 感谢由 哎呀 对此题目的解答所做出的贡献。
逻辑简图:
第一段:提出一个dangerous myths,即 labor rates和 labor costs是一致的--提出其实是不一致的,并解释--confusion存在的原因--managers在这myth下是如何操作的
第二段:business journalists支持myth--compensation consulting industry也支持这个myth,理由有三

A. A company's labor costs are not affected by the efficiency of its work processes.(与原文不符)
B. High labor rates are not necessarily inconsistent with the goals of companies that want to reduce costs.(labor costs and labor rates are not in fact the same)
C. It is more difficult for managers to compare their companies’ labor rates with those of competitors than to compare labor costs.(与原文不符)
D. A company whose labor rates are high is unlikely to have lower labor costs than other companies.(与原文不符)
E. Managers often use information about competitors’ labor costs to calculate those companies’ labor rates.(未提及)
推理题:基本全文作者观点,用选项进行定位。

题目讨论 (5条评论)

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  • 用户头像
    595521898

    one company could pay its workers considerably more than another and yet have lower labor costs if that company's productivity were higher due to the talent of its workforce, <-- labor rates高 意味着 labor costs 少。 所以 高labor rates 和 低labor costs 是 consistent的。
    
    双重否定去除:
    B选项说 High labor rates are consistent with the goals of companies that want to reduce costs 这里的  goals of companies that want to reduce costs 就是 低labor costs
    0 0 回复 2019-02-10 16:18:35
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    cloud9

    one company could pay its workers considerably more than another and yet have lower labor costs if that company's productivity were higher due to the talent of its workforce, the efficiency of its work processes, or other factors.  与管理者不同,作者认为lr不等于lc,所以公司可以在保持高lr的情况下降低lc。
    注意这篇文章的同义替换。One such myth is that labour rates, the rate per hour paid to workers文章给出了这样的名词解释。所以文章定位点的pay its workers considerably more than another 就是高lr对应选项。
    0 0 回复 2018-10-18 10:25:06
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    咸鱼

    作者同意的观点,定位句子:
    1. labor costs and labor rates are not in fact the same: 
    2. confusion costs with rates partly because labor rates are a convenient target
    
    Labor rate=劳动生产率
    Reference:https://baike.baidu.com/item/%E5%8A%B3%E5%8A%A8%E7%94%9F%E4%BA%A7%E7%8E%87
    我全文都不知道这个单词是嘛意思,我可能会史。
    0 0 回复 2018-04-17 21:25:17
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      默默回复咸鱼

      C有比较概念,E often

      0 0 回复 2018-05-17 23:17:30

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    栗子小王子

    第一段one company could pay its workers considerably more than another and yet have lower labor costs if that company's productivity were higher due to the talent of its workforce, the efficiency of its work processes, or other factors

    某些公司的rate虽然高但是可能cost比较低,说明高的rate不一定与减少cost的目标相违背 选B

    0 0 回复 2018-04-07 11:44:07
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    nmbdy

    首先 作者的逻辑为支持第一段的观点 从文章细节 如第一段的in fact 第二段的最后一句话可以推出 
    所以得定位于第一段 作者的观点 即 but LR 不等于LC开始 直到第一段最后一句 
    ACD恰好与原文相反 所以是首先排除
    E这个层次都没有提 排除
    B one company could pay its workers considerably more than another and yet have lower labor costs if that company's productivity were higher due to the talent of its workforce, the efficiency of its work processes, or other factors 可知LR高不代表不能reduce cost
    0 0 回复 2017-10-25 11:41:35
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      nmbdy回复nmbdy

      另外B为双重否定 把两个否定去掉 就是high LR 可以和low LC同时存在

      0 0 回复 2017-10-25 11:42:26

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