him easiest to achieve the accomplishment
of the task that pays the highest wage. The day rate assures the man
of a living wage. The middle rate pays him a bonus for trying to
learn. The high rate gives him a piece rate when he is skilled.

Lastly, as the man can increase his output, with continued
experience, above that of the task, he receives a differential rate
piece on the excess quantity, this simply making an increasing
stimulus to exceed his previous best record.

ALL TASK SYSTEMS INVESTIGATE LOSS OF BONUS.--Under all these
bonus forms of wages, if the bonus is not gained the fact is at once
investigated, in order that the blame may rest where it belongs. The
blame may rest upon the workers, or it may be due to the material,
which may be defective, or different from standard; it may be upon
the supervision, or some fault of the management in not supplying
the material in the proper quality, or sequence, or a bad condition
of tools or machinery; or upon the instruction card. The fact that
the missing of the bonus is investigated is an added assurance to
the workman that he is getting the "square deal," and enlists his
sympathy with these forms of bonus system, and his desire to work
under them. The fact that the management will investigate also
allows him to concentrate upon output, with no worry as to the
necessity of his investigating places where he has fallen short.

NECESSITY FOR WORKERS BEARING THIS LOSS.--In any case, whether
the blame for losing the bonus is the worker's fault directly or
not, he loses his bonus. This, for two reasons; in the first place,
if he did not lose his bonus he would have no incentive to try to
discover flaws before delays occurred; he would, otherwise, have an
incentive to allow the material to pass through his hands, defective
or imperfect as the case might be. This is very closely associated
with the second reason, and that is, that the bonus comes from the
savings caused by the plan of management, and that it is necessary
that the workers as well as the management shall see that everything
possible tends to increase the saving. It is only as the worker
feels that his bonus is a part of the saving, that he recognizes the
justice of his receiving it, that it is in no wise a gift to him,
simply his proper share, accorded not by any system of philanthropy,
or so-called welfare work, but simply because his own personal work
has made it possible for the management to