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Related Experiment Videos

Compensation in the year 2000: pay for performance?

S H Appelbaum1, L Mackenzie

  • 1Concordia University, Montreal, Quebec, Canada.

Health Manpower Management
|December 9, 1995
PubMed
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Companies are exploring innovative compensation strategies, including cash bonuses and profit sharing, to boost organizational performance. This study examines incentive concepts, behavioral theories, and business perspectives on linking rewards to predetermined goals.

Area of Science:

  • Business Administration
  • Organizational Behavior
  • Human Resource Management

Background:

  • Companies increasingly seek innovative compensation strategies tied to organizational performance.
  • Diverse incentive compensation approaches exist, including cash bonuses, stock options, and profit sharing.

Purpose of the Study:

  • To examine individual and group incentive concepts in compensation.
  • To explore behavioral theories relevant to reward and compensation systems.
  • To analyze convergent and divergent business community views on performance-linked pay.

Main Methods:

  • Literature review of incentive compensation strategies.
  • Analysis of behavioral theories related to motivation and reward.
  • Synthesis of business community perspectives and conclusions.

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Main Results:

  • Incentive compensation models vary, focusing on individual or group performance against set goals.
  • Behavioral theories offer frameworks for understanding the impact of rewards on employee motivation and behavior.
  • The business community holds varied opinions on the effectiveness and implementation of performance-linked compensation.

Conclusions:

  • Linking compensation to organizational performance requires careful consideration of strategy and behavioral impacts.
  • A nuanced understanding of incentive structures and employee psychology is crucial for successful implementation.
  • Further research can help reconcile divergent business views and optimize performance-based reward systems.