By Craig N. Clive - Sound advice on the things to consider before introducing a variable pay play in your company. "Before implementing a variable pay plan, there are several phases to work through which will assist in its design and focus. Above everything else, a task team should be appointed to consider variable pay as an option and to recommend the form(s) the plan should take. This first step is the Strategy phase. It considers if a variable pay plan will benefit the organization and focus employee attention on the achievement of the organization's goals. During this phase, the following questions need to be considered:" ^new (Added: 27-Feb-2006 Hits: 161 )

By Gene Levine - Progressive management is going beyond the straight incentives paradigm and no longer accepts as gospel the idea that just individual incentives always provides the best motivation and improved attitudes %u2013 in relation to the dollars spent. As empowerment suggests, production is not the only thing needed from workers and workers have wants and needs far beyond money. Straight incentive systems appear to be failing at an alarming rate causing increased willingness to seek out viable alternatives, among them merit pay plans. Straight incentives are rigid, merit pay is not. Merit pay plans can be designed to stress quality, attendance or any other measurable factor you wish to improve. Merit-factor incentive pay plans use merit elements selected independently of a worker's output (Added: 13-Aug-2005 Hits: 630 )

By na - Paying teachers based on merit, as President Bush and Gov. Schwarzenegger want to do, sounds great in theory. It relies on the power of incentives: pay teachers based on their performance instead of seniority and you'll get better performance. Knowing that success will be rewarded will not only inspire existing teachers to do better, but it will also encourage more talented people to enter the teaching profession (Added: 13-Aug-2005 Hits: 492 )

By na - People management obviously is a complex area, and one where most advisors are looking for guidance and development. But don't shy away from defining performance expectations for the individuals in your firm and paying them based on their performance. (Added: 19-Dec-2005 Hits: 289 )

By Tim Bower - Brad Hill is teaching rank-and-file workers in tough jobs how to devise incentive plans. In the process, they're being rewarded with things that money can't buy -- more dignity and a greater sense of purpose. (Added: 19-Dec-2005 Hits: 290 )

By John S. McClenahen - For CEOs and other senior executives in manufacturing, performance-related bonuses are up, stock options are less popular and per-formance-tied long-term incentives are more common. But will they make for better management decisions? That's not yet clear. (Added: 19-Dec-2005 Hits: 246 )

By Mallory Stark - Out-of-control executive compensation schemes are widespread, persistent, and systemic,and new reforms won't clean up the mess, argue law professors Lucian Bebchuk and Jesse Fried. Q&A and book excerpt. (Added: 19-Dec-2005 Hits: 219 )