A hotel in the United States operated a call center to serve customers. The top call center employee received an additional bonus equal to one-third of their monthly salary. However, the same person was always the best employee. Here’s a question: for a company’s performance to improve, should bonuses go to those who perform well or to those who do not? Giving bonuses to underperformers can boost overall performance. The top employees are already performing at their best; their performance doesn’t significantly change. Just as paying a singer more doesn’t necessarily mean they sing better, paying less doesn’t mean they sing worse. In call centers, the best employees should be promoted to higher ranks and receive higher base salaries, not just bonuses. Offering bonuses primarily to those who are directly affected by them is the right motivational strategy. The purpose of a bonus is to influence those who can still improve, not to reward those already excelling. Money is simply a fundame...
Jesus taught, “If you got slapped your right cheek, turn the other cheek.” One of the actions that the Jewish Qumran community denied and forbade was “pointing with the left hand.” Violations of this rule brought sanctions from the community. To hit the right cheek means the opponent strikes with an unclean left or right backhand. This cheek slap is deliberately insulting and humiliating rather than merely a pain-inflicting action. Therefore, this teaching of Jesus, “turn the other cheek,” suggests not allowing oneself to be struck by the back of the hand and can signify not being helpless but being active in nonviolent resistance without seeking revenge or retaliation. Perhaps this teaching carries a frightening meaning. - Joseph’s “just my thoughts”