Comments on: The Bros. Heath Explain Incentive Pay Structures http://www.manasclerk.com/blog/2008/05/23/the-bros-heath-explain-incentive-pay-structures/ Because the killer app is us. Sun, 05 Feb 2012 06:16:07 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Forrest Christian http://www.manasclerk.com/blog/2008/05/23/the-bros-heath-explain-incentive-pay-structures/#comment-29363 Forrest Christian Wed, 28 May 2008 19:47:33 +0000 http://www.manasclerk.com/blog/?p=450#comment-29363 Michelle corrects my numbers -- so pay attention! I should have done so to begin with, and I'll make a correction in the post. Al has written extensively on the issue of incentive plans. There's a link to his shorter article, “Incentive Systems Promote Corporate Corruption”, in the sidebar to the right. His final quotation is from his book. I'll try to entice him to put up a post with more details on "Dream Catcher and Mythmaker". Michelle corrects my numbers — so pay attention! I should have done so to begin with, and I’ll make a correction in the post.

Al has written extensively on the issue of incentive plans. There’s a link to his shorter article, “Incentive Systems Promote Corporate Corruption”, in the sidebar to the right. His final quotation is from his book. I’ll try to entice him to put up a post with more details on “Dream Catcher and Mythmaker”.

]]> By: Al Gorman http://www.manasclerk.com/blog/2008/05/23/the-bros-heath-explain-incentive-pay-structures/#comment-29362 Al Gorman Mon, 26 May 2008 00:52:20 +0000 http://www.manasclerk.com/blog/?p=450#comment-29362 The relationship here is entirely relevant. Human need is the basis from which Requisite applies. In my earlier publication I referred to the interrelationships among human need, human capability and human behavior (and also cited Maslow). Your postulation is correct insofar as you have defined that a) incentive systems are irrelevant and most usually counterproductive; b) that human beings long for self expression in their work; c) That in order to self actualize human beings need to be working at or be engaged in full locomotion toward their full potential capability and as a consequence unless their deficit needs are already being met there is no prospect for satisfying being needs, highlighting the significance od fair remuneration, a safe workplace, a sense of belonging and the opportunity for recognition and self esteem. I would add that human behaviors are a correlate of both the satisfaction of human need and the ability for one to apply his or her full potential capability. This interrelationship is significant. The stratified systems approach, complete with functional managerial practices at an abstract level need to appreciate the significance of satisfying human need as its fundamental purpose. I went as far as defining the implicit employment contract that satisfied this: " The implied nature of the employment contract is one in which each employee agrees freely and willingly to deliver his or her best effort in exchange for the opportunity to derive full satisfaction and expression at work. He or she is offered the conditions which allow for being all that one can be, and the prospect of applying his or her full potential capability." (A. Gorman "Dream Catcher and Mythmaker" 2004, page 37.) The relationship here is entirely relevant. Human need is the basis from which Requisite applies. In my earlier publication I referred to the interrelationships among human need, human capability and human behavior (and also cited Maslow). Your postulation is correct insofar as you have defined that
a) incentive systems are irrelevant and most usually counterproductive;
b) that human beings long for self expression in their work;
c) That in order to self actualize human beings need to be working at or be engaged in full locomotion toward their full potential capability and as a consequence unless their deficit needs are already being met there is no prospect for satisfying being needs, highlighting the significance od fair remuneration, a safe workplace, a sense of belonging and the opportunity for recognition and self esteem.

I would add that human behaviors are a correlate of both the satisfaction of human need and the ability for one to apply his or her full potential capability. This interrelationship is significant. The stratified systems approach, complete with functional managerial practices at an abstract level need to appreciate the significance of satisfying human need as its fundamental purpose.

I went as far as defining the implicit employment contract that satisfied this:

” The implied nature of the employment contract is one in which each employee agrees freely and willingly to deliver his or her best effort in exchange for the opportunity to derive full satisfaction and expression at work. He or she is offered the conditions which allow for being all that one can be, and the prospect of applying his or her full potential capability.” (A. Gorman “Dream Catcher and Mythmaker” 2004, page 37.)

]]> By: Michelle Malay Carter http://www.manasclerk.com/blog/2008/05/23/the-bros-heath-explain-incentive-pay-structures/#comment-29361 Michelle Malay Carter Sun, 25 May 2008 11:28:40 +0000 http://www.manasclerk.com/blog/?p=450#comment-29361 Hi Forrest, Great post. It's interesting that we think ourselves "more evolved" than others. In reality, 35% of employees are working in roles that do not match their current capability. 20% are underutilized, 15% are over their heads - systemically disabled. It's incredible that we get anything done. Regards, Michelle Hi Forrest,

Great post. It’s interesting that we think ourselves “more evolved” than others.

In reality, 35% of employees are working in roles that do not match their current capability. 20% are underutilized, 15% are over their heads – systemically disabled. It’s incredible that we get anything done.

Regards,

Michelle

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