獨/廣達電腦霸凌孕婦輕罰2萬 考績吃丙 - 請假

By Ophelia
at 2020-07-02T19:57
at 2020-07-02T19:57
Table of Contents
來看看許多人批評的台廠思維
1.老闆應該要解決部門人力分配問題
2.請假如果只讓某幾位增加工作負擔,不是正常方式
3.公司不應該懷孕而給比較差的考績
但舉一個例子,如果今天大家去餐廳吃飯,
老闆說:因為我家有孕婦員工請產假,所以我即使賣跟隔壁一樣的東西,但我要貴10%,會有多少人願意買單?
回到公司也是一樣,畢竟是盈利企業,沒毛利的工作公司為何一定要做,部門收起來大家轉到其他部門才是比較合理的做法,要維持毛利就得管控成本,除非老闆哪天想通管理可以改善更多,但當老闆想不到或因為一些原因無法做時,就是控制人力來控制成本
然後大家接下來說,那這麼差的公司倒一倒好了
問題台灣比廣達差的公司有幾間,應該只會多不會少
假設男女能力常態分布,能夠讓公司願意付出額外成本來等待產後回到工作崗位,這應該是有一定程度不可取代性,但坦白說,畢竟這樣公司還是少數
如果根據這樣賽局的發展,最後就可能變成
i.老闆以後減少請女生的比例
ii.比較核心工作避免讓女性擔任,減少到時人員更替的風險
然後就會有主張兩性平等的出來說女性都被歧視,同工不同酬,繼續無限迴圈
如果真的要這樣說,女性懷孕如果認為是對社會有貢獻,那可能就只好課單身或無子稅,增加的成本來補貼懷孕的公司
不然這種要企業買單的方式,自然就會有對應的做法
不知大家覺得呢?
-----
Sent from JPTT on my Samsung SM-A7050.
--
1.老闆應該要解決部門人力分配問題
2.請假如果只讓某幾位增加工作負擔,不是正常方式
3.公司不應該懷孕而給比較差的考績
但舉一個例子,如果今天大家去餐廳吃飯,
老闆說:因為我家有孕婦員工請產假,所以我即使賣跟隔壁一樣的東西,但我要貴10%,會有多少人願意買單?
回到公司也是一樣,畢竟是盈利企業,沒毛利的工作公司為何一定要做,部門收起來大家轉到其他部門才是比較合理的做法,要維持毛利就得管控成本,除非老闆哪天想通管理可以改善更多,但當老闆想不到或因為一些原因無法做時,就是控制人力來控制成本
然後大家接下來說,那這麼差的公司倒一倒好了
問題台灣比廣達差的公司有幾間,應該只會多不會少
假設男女能力常態分布,能夠讓公司願意付出額外成本來等待產後回到工作崗位,這應該是有一定程度不可取代性,但坦白說,畢竟這樣公司還是少數
如果根據這樣賽局的發展,最後就可能變成
i.老闆以後減少請女生的比例
ii.比較核心工作避免讓女性擔任,減少到時人員更替的風險
然後就會有主張兩性平等的出來說女性都被歧視,同工不同酬,繼續無限迴圈
如果真的要這樣說,女性懷孕如果認為是對社會有貢獻,那可能就只好課單身或無子稅,增加的成本來補貼懷孕的公司
不然這種要企業買單的方式,自然就會有對應的做法
不知大家覺得呢?
-----
Sent from JPTT on my Samsung SM-A7050.
--
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