Can Pay for Performance Really Work?
- WAGE PAYMENT WITH GROUP INCENTIVES. Rogers, H. Barrett // Industrial Management;Sep/Aug76, Vol. 18 Issue 5, p23
Analyzes the principles of wage payment with group incentives. Measurement of accomplishment in terms of output and rewarded by proportional extra pay; Provision of extra pay to regular incentive workers in the form of bonus; Consideration on the length of service in providing merit raises.
- Three destructive pay mistakes. Giblin, Edward J.; Kelley, Leslie G. // Across the Board;May94, Vol. 31 Issue 5, p40
Discusses mistakes in compensation practice and proposes a new pay program approach. External competitiveness and internal equity of compensation; Pay-for-performance; Pay and benefits as contingent upon an enterprise's economic and operational realities; Variable-pay plans; Establishing a...
- Developing a Merit Matrix. // Management Review;Sep81, Vol. 70 Issue 9, p37
Discusses the development of a merit pay matrix. Assigning a percentage of increase considered appropriate for normal performance; Assigning the increase percentages to be awarded; Deciding how performance differences are to be rated; Suggestions for companies interested in rewarding top...
- Crow halts strikes as Mayor steps in. // Personnel Today;10/15/2002, p1
Focuses on the steps taken by the general manager of RMT Inc., Bob Crow, to solve the problem of wage payment system in Great Britain. Response of London Underground Human Resource director Bob Mason about the wage policy for their staff.
- Q&A. Green, David // Personnel Today;5/7/2002, p19
Presents a question and answer advisory related to personnel management. Influence of World Cup championship on performance of employees in England; Issues regarding the compensation and payment system of employees; Type of payment given to employees during the Queen's Jubilee Bank Holiday.
- When do I get a raise? Rolnick, Jody // Oregon Business Magazine;Jul2001, Vol. 24 Issue 7, p53
Discusses the effectiveness of instituting a formal pay system for businesses. Employees' tendency to discuss their pay with each other; Advantages of a properly communicated and instituted pay administration plan; Formulas for creating a pay plan.
- HR support for new localised par rate plans. // Personnel Today;7/23/2002, p3
Focuses on the views of human resource bodies on the plan of the government to localized pay rates in Great Britain. Statement of Chancellor Gordon Brown on the effect of the public sector national pay structure on the recruitment and retention of staffs; Availability of extra government...
- Fair Pay: Field Investigation of the Fair Economic Exchange. Larwood, Laurie; Blackmore, John // Academy of Management Proceedings (00650668);1977, p81
Three field studies examined the relationship of pay to preference for the economic exchanges of equity, equality, and winner-take-all (WTA). Salaried personnel most strongly preferred equality, while hourly and commission employees preferred equity. WTA was most acceptable when pay was based on...
- Ethics, Incentives, and Conflicts of Interest: A Practical Solution. Kurland, Nancy B. // Journal of Business Ethics;Jun95, Vol. 14 Issue 6, p465
Couched in positive agency theory, it is shown that the straight-commission compensation system (SCCS) creates a conflict of interest between the agent's and the client's self-interests. Based on this, it is hypothesized that the SCCS will encourage agents to intend to act unethically towards...