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Please enter your name here. You have entered an incorrect email address! Payments to team members may be made in the form of cash bonus or non-cash rewards such as luxury goods or pleasure trips.
Team based incentives can motivate the members to work as a team rather than brilliant individuals. It is relatively easy to measure team performance.
A few of the important team-based incentive plans are given below:. Production bonus — Under the plan, standard is fixed in terms of units or points.
If the actual output exceeds the standard, the workers will receive bonus in proportion to the increase. If the actual cost of production is lower than the standard cost, a bonus whose money value is a percentage of the cost reduction is paid.
Here, the workers should be able to influence such cost reduction by working hard, saving in materials, fuels, lubricants, etc. The Scanlon Plan developed by Joseph Scanlon is designed to involve the workers in making suggestions for reducing the cost of operations and sharing the gains of increased productivity.
The plan has two components, i. The suggestion received from employees is screened and evaluated by a committee. Reduction in labour cost — The main objective is to bring about cost reduction by supervisors and workers.
Bonus is paid upon reduction in labour cost alone. The employees are rewarded on the basis of the success of the organisation over a specified time period.
Those plans develop a sense of belongingness, co-operation, understanding and teamwork among employees.
There are three types of incentive plans, i. Profit Sharing :. To enable the workers to participate in profit sharing, they are required to work a certain number of years and develop some seniority.
Profit sharing is an additional payment over and above regular salary payment. Professional management consider workers as partners in the production process and profit is an outcome of the efforts of employees and therefore it could be shared between employer and employees.
Features of Profit Sharing :. The proportion of the profits to be distributed is determined in advance.
The amount to be distributed depends upon the profits earned by the enterprise and is computed on the basis of agreed formula. The employee should have some qualifications such as length of service to become eligible for the financial benefit.
Profit sharing is reward for collective efforts of employees and is over and above wages. The extra payment is generally paid in cash.
However, it can be in kind such as equity shares,. Profit sharing may be on industry basis, locality, unit, department or individual basis also.
Objectives of Profit Sharing :. To develop employer-employee relations and employee morale. To improve efficiency of operations by reducing costs and increasing output.
To eliminate waste in the use of materials and equipments. To provide for employee security in the case of death, retirement or physical disability.
Limitations of Profit Sharing :. The payment is made only when the profit exceeds a particular limit and therefore the scheme does not guarantee payment to workers.
During period of depression, it may not be possible for its management to make payment to worker.
It gives equal benefit to all workers and there is no distinction between good and bad performance.
Trade unions and workers feel that bonus payment is better compared to profit sharing. Gain Sharing :. Gain Sharing aims at increasing productivity or decreasing labour cost and sharing the gains with employees.
When productivity exceeds the baseline, an agreed savings is shared with employees. Gain sharing plan increases co-operation and understanding among workers and teams and they work for achievement of common goals.
Example- Scanlon plan aims at cost cutting and increasing efficiency of operations and sharing the gains with employees. It also includes suggestion scheme for cost-cutting.
Employee Stock Plans :. Employee Stock Plan is one of the important pay for performance devices to attract and retain promising employees.
It commands employee loyalty. Stock options are tremendous motivators because they directly link performance to the marketplace.
The principle of stock option is to let employee add value to the company and benefit from it. It is a form of compensation which enables the employees to purchase shares of their company and gain from possible rises.
Under the scheme, employees who are eligible for receiving the award are they offered specified number of shares.
They gain when the share prices go up. Stock options create wealth for employees without involving large cash flow to the company.
Types of Employee Stock Plans :. Employee stock option scheme — The Company grants an option to its employees to acquire shares at a future date.
The options are offered at a predetermined price. Shares issued will be subject to lock-in period during which the employee cannot sell them.
Restricted stock plan — The employee need not put in money. However, shares are subjected to some restrictions.
The employee has to continue to work in the company for a specific period, otherwise shares may be forfeited.
Phantom stock is a special type of stock option scheme that protects the holder against any depreciation in the value of stocks.
Advantages of Stock Plan :. Develops long-term relations between employer and employee. The employees feel that they are owners of the company and not just paid servants.
The scheme can be implemented only by profit-making companies. Employees are forced to continue employment with the company for availing the scheme.
Advantages and Limitations of Incentive Plans :. Advantages :. A well-designed incentive plan generally leads to increased output, lowers the cost of production and brings a higher income to employees.
Labour and total costs per unit of output can be estimated more accurately in advance goods. Less direct supervision is needed to keep output at a reasonable level.
Provides additional income, over and above wages, to employees. Promotes industrial harmony and stabilisation of workforce.
Limitations :. Many incentive plans aimed at increasing the motivation of employees often fail to have the desired impact due to the following reasons:.
Very often, management keeps unfair standards and they are a great hindrance in the way of motivating employees. There is fear in the mind of employees that the management will keep on increasing the targets or rates will be reduced if they earn too much.
Difficult to understand incentive plan. If the employees cannot understand how performance will lead to rewards, they may not put efforts to achieve targets.
The incentive plan differentiates between good and poor performances. It is harsh on labour average worker. Workers are affected if the production or sale is affected due to certain reasons beyond their control.
Requirements of an Effective Incentive Plan :. The incentive plan should reward employee in direct proportion to their performance and increased productivity.
The monetary earnings must have the potential to satisfy the existing needs of the employees. The policies and procedures for granting incentives should be clear to the employees.
The standard should be fair, specific and complete and the focus should be on quantity as well as quality of output. The incentive plan must be within the financial capacity of the firm.
The incentive plan must be beneficial to the organisation by increasing output and profits. The incentive plan should be in line with government regulations.
There are a multitude of incentive pay schemes for managers or executives. Many of such schemes are designed in relation to income tax regulations as individual tax rates are higher.
These include free transport, company aircraft, medical insurance, rent free accommodation, home security, children education allowance, club membership, professional body membership, etc.
These are also called fringe benefits. The list of fringe benefits has increased manifold over the years and the expenditure on such programs has in many cases equaled or exceeded the base wage compensation to the employees.
In fact, many companies have been compensating their executives through fringe benefits to enable them to save income tax. That is why, the Government imposed fringe benefit tax FBT on the companies.
Some of the important incentive plans for managers include the following:. Benefits to Workers :.
The following are the advantages of incentive plans to the workers:. Different schemes have different premium rates of payment.
Increase in total earnings is eventually incremental in improving their efficiency. One whose work is less will not get premium. Hence every worker works more, one who is unable to do his prescribed work tries to reach die standard work level necessarily so that he may get premium.
This reduces the cost per unit, consumers would get goods cheaper and their status increases. Benefits to Producers :. Incentive schemes give the following benefits to producers also:.
Hence production increases rapidly. Besides this, production cost per unit lessens because for more production, a worker gets a prescribed premium of wages, not the full amount.
His aim is not to waste time. Hence more supervision is not needed. After a proper status, it can be decreased. Both wish to have saving in time and increase in production so labour disputes are minimum.
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