von Samuel Scheib Vor 4 Jahren
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• Added pressure
• Provides little security over pay level
Quantity versus quality
• Increase motivation; Extra productivity
helps set a price for the product
• The labour cost of each unit is determined in advance and
• Employees have an incentive to work hard
1.Unrealistic targets; Pressure can cause stress 2. Not appropriate for all sectors (quality over quantity) 3. May not encourage team work 4. Non-financial motivators are ignored
1.Creates incentives for people to work better 2.Fair system (Adams) 3.Helps to develop a performance culture
Tends to be used to reward those in the senior management team
Promotes lower rates of absenteeism and staff turnover
1,Often too small 2.Individual efforts are not recognized
1.Speedy production/service vs. quality 2.Added pressure to workers to sell more 3.Repetitive and monotonous tasks 4.Difficult to meet security needs 5.Need to hire more quality controllers
1.Still earn a basic salary 2.Overcomes problems of time-based systems, such as wages
1.Difficult to reward those who are more productive 2. No incentive to work hard (may encourage slack or procrastination. 3.Performance appraisal may be needed
1. Gives security of income 2.Aids in costing 3.Where output or productivity is not easy to measure
1.Workers are not rewarded for their efforts but their time 2.May encourage laziness and poor productivity 3.National minimum wage
Straight-forward method
