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Whether additional effort translates into higher wages depends on the other options available to workers and on their bargaining power
額外的努力能否轉化為高額的工資取決于員工手中的工作選擇以及他們的議價能力——
in particular, whether they feel able to leave if the pay is not worth the trouble.
尤其是當工資和努力不成正比時，他們能否會辭職。
Indeed, in the past, high turnover helped motivate some factory owners to share the gains from workplace discipline with workers.
事實上，在過去，高企的營業額會促使一些工廠老板將因嚴格的管理而掙得的收益與員工分享。
The “$5 day” introduced by Henry Ford in 1914 was an “efficiency wage”, according to Daniel Raff, of the University of Pennsylvania, and Larry Summers, of Harvard University.
賓夕法尼亞大學沃頓商學院管理學教授丹尼爾·拉夫和哈佛大學的拉里·薩默斯認為，亨利·福特1914年發明的“5美元日工資”是一種“效率工資”。
Workers on Ford’s assembly lines spent entire shifts doing mind-numbingly repetitive work, and many could not stick it for long.
福特汽車生產線上的工人在上班時間要一直重復地做讓人無聊到頭腦麻木的工作，很多人都無法堅持下來。
Ford’s solution was to pay a wage well above what workers could earn elsewhere.
福特的解決辦法是支付的工資高于其他企業。
That helped compensate them for their suffering.
這將補償員工們遭受的痛苦。
More important, it led to a long queue of eager applicants, and the knowledge that anyone who left would quickly be replaced and could not easily return.
更重要的是，實施這一決策之后，翹首以盼的應聘者排起了大長龍，同時工人也意識到一旦離開，他們就會被別人替代，無法輕易地重回崗位。
But high turnover does not appear to bother Amazon much.
但亞馬遜似乎并沒有為高企的營業額感到困擾。
The past decade’s weak labour markets have meant queues of willing workers even without the promise of above-market pay.
在過去十年里，低迷的勞動力市場使得眾多員工甚至愿意以不高于市場價的工資工作。
The same technologies that monitor workers can also reduce the training time needed to prepare new employees, since the gadgets around them guide most of their activity.
監管工人的技術也能減少培訓新員工的時間，因為這些監控設備會指導他們的大部分工作方式。
And new disciplinary technologies create an additional risk for workers.
新的規范性技術會為員工造成額外的風險。
譯文來源余興宇
