he work and he is
sure that his reward will be prompt, and that he will always get the
price that has been determined as right by him and by the employers
for his work, he can do this work easily in the time set. As soon as
he feels that he will not get it, he will naturally begin to do
less, as it will be not only to his personal advantage to do as
little as possible, but also very much to the advantage of his
fellows, for whom the rate will also be cut.

TASK WAGE CONTAINS NO INCENTIVE TO ADDITIONAL WORK.--What
Schloss calls the Task Wage would, as he well says, be the
intermediate between time or day wage and piece wage; that is, it
would be the assigning of a definite amount of work to be done in
definite time, and to be paid for by a definite sum. If the task
were set scientifically, and the time scientifically determined, as
it must naturally be for a scientific task, and the wage adequate
for that work, there would seem to be nothing about this form of
remuneration which could be a cause of dissatisfaction to the
worker. Naturally, however, there would be absolutely no chance for
him to desire to go any faster than the time set, or to accomplish
any more work in the time set than that which he was obliged to, in
that he could not possibly get anything for the extra work done.

WORTH OF PREVIOUS METHODS IN THE HANDLING.--It will be noted in
the discussion of the three types of compensation so far discussed,
that there is nothing in them that renders them unscientific. Any
one of the three may be used, and doubtless all are used, on works
which are attempting to operate under Scientific Management. Whether
they really are scientific methods of compensation or not, is
determined by the way that they are handled. Certainly, however, all
that any of these three can expect to do is to convince the man that
he is being treated justly; that is to say, if he knows what sort of
a contract he is entering into, the contract is perfectly fair,
provided that the management keeps its part of the contract, pays
the agreed-upon wage.

In proceeding, instead of following the order of Schloss we will
follow the order, at least for a time, of Dr. Taylor In "A Piece
Rate System"; this for two reasons:

First, for the reason that the "Piece Rate System" is later than
Schloss' book, Schloss being 1891, and the "Piece Rate" being 1895;
in the second place that we are following the Scientific Management
side in dist