How to Make Pay for Performance Pay Off
Tags: INCENTIVES in industry; EMPLOYEE motivation; PAY for performance; MONETARY incentives; INCENTIVE awards; GOAL setting in personnel management; EXECUTIVE compensation
Related Articles
- CREATING A CULTURE OF Peak Performance. BROMLEY, TREVOR // Strategic Finance;Sep2004, Vol. 86 Issue 3, p34
The article focuses on the strategy employed by FreedomRoads, a national recreational vehicle retailer, to realize peak performance from their employees. The article discusses human resource initiatives to create performance programs, the four stages of performance, and the unique FreedomRoads...
- The Use of Rewards to Increase and Decrease Trust: Mediating Processes and Differential Effects. Ferrin, Donald L.; Dirks, Kurt T. // Organization Science;Jan/Feb2003, Vol. 14 Issue 1, p18
We test hypotheses asserting that reward structures--an omnipresent element of the work context--have a strong influence on interpersonal trust, and we explore the cognitive and behavioral routes through which the effects may occur. Specifically, we use attribution theory to identify several...
- GROUP PAY-FOR-PERFORMANCE PLANS: THE ROLE OF SPONTANEOUS GOAL SETTING. Hollensbe, Elaine C.; Guthrie, James P. // Academy of Management Review;Oct2000, Vol. 25 Issue 4, p864
Despite the increasing popularity of group pay-for-performance plans, relatively little theory exists regarding the dynamics of these plans. The authors integrate goal setting, pay plan characteristics, and group factors to explain and predict the effectiveness of what they call 'open-goal'...
- Do Goals Mediate the Effects of Incentives on Performance? Tolchinsky, Paul D.; King, Donald C. // Academy of Management Review;Jul1980, Vol. 5 Issue 3, p455
In 1968, Locke set forth the proposition that goals mediate the effects of incentives (e.g., feedback, participation, and money) on performance. Research is reviewed hem to determine the extent to which Locke's contention is supported. We attempt to identify (1) individual and situational...
- RESEARCH NOTES. EFFECTS OF EXTRINSIC REWARD ON INTRINSIC MOTIVATION: A FIELD EXPERIMENT. Jordan, Paul C. // Academy of Management Journal;Jun86, Vol. 29 Issue 2, p405
In this article the author attempts to add to the research on the relationship between intrinsic employee motivation and the expectation of a reward based upon performance. The author asserts that this study has a better research design due to the fact that it was conducted in the field and not...
- THE RELATIONSHIP OF TEAM GOALS, INCENTIVES, AND EFFICACY TO STRATEGIC RISK, TACTICAL IMPLEMENTATION, AND PERFORMANCE. Knight, Don; Durham, Cathy C.; Locke, Edwin A. // Academy of Management Journal;Apr2001, Vol. 44 Issue 2, p326
This study examined the effects of goal difficulty, monetary incentives, and efficacy on the strategic risk, tactical implementation, and performance of teams performing a computer simulation. Goal difficulty increased strategic risk, in part through team efficacy. Strategic risk partially...
- BETRIEBSSTRUKTUR UND LOHNANREIZSYSTEM. Kr�sselberg, Hans-G�nter // K�lner Zeitschrift f�r Soziologie & Sozialpsychologie;1958, Vol. 10, p615
This article discusses the sociological problems facing the income incentive system (Lohnareizsystem) in West Germany. The author presents the results of an empirical study of the Lohnareizsystem in a repair shop setting. The rationalization tendencies in economics led to the rather large...
- The Rise & Rise of Performance Incentives. Innes, David // NZ Marketing Magazine;Mar2002, Vol. 21 Issue 2, p37
No abstract available.
- Why Are Bad Products So Hard to Kill? // Management Science;Jul2010, Vol. 56 Issue 7, p1161
In this article, the authors attempt to prove that it is difficult to kill bad product development projects because companies face an inherent conflict when designing managers' incentives. When managers are rewarded for success, they tend to move forward even when demand for a product is low....
