The Effects Of Incentive Pay Systems With Tiered Goals On Performance
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| Author | : Daniel B. Sundberg |
| Publisher | : |
| Total Pages | : 147 |
| Release | : 2015 |
| Genre | : |
| ISBN | : |
This study examined the relative effects of three incentive pay systems, piece-rate pay, threshold piece-rate pay, and bonus pay, on performance when individuals were given the same five-tiered performance goals. A fourth system, wage pay, served as a control. The task was a computerized simulation of a medical data entry job and the primary dependent variable was the number of correctly completed patient records. Sixty-six college students were randomly assigned to one of the four pay conditions, and attended one 60-minute covariate session and five 60-minute experimental sessions. Participants in the wage pay condition earned $6.50 per session; those in the three incentive pay conditions earned a base rate of $4.50 per session, and were able to earn up to $3.00 in incentive pay. An analysis of covariance showed no significant differences in performance among any of the four pay groups, or across time. Such findings indicate that organizations may be able to produce gains in performance similar to those found with incentive pay, through the use of tiered goals and feedback. These findings contradict past data that show that performance contingent monetary incentives produce gains in performance above what is seen with wage pay alone. The findings also support a limited body of research that suggests the effects of incentive pay systems may be strongly influenced by performance goals. Analysis of additional variables, further implications, and future directions for research are discussed in detail.
| Author | : Alejandro Ramos (Psychologist) |
| Publisher | : |
| Total Pages | : 0 |
| Release | : 2020 |
| Genre | : Incentive awards |
| ISBN | : |
The purpose of this study was to compare the performance of participants when they were given tiered goals and received fixed or incentive pay. An ordered treatment design was used with 104 undergraduate students randomly assigned to one of the following conditions: (a) fixed pay without tiered goals; (b) fixed pay with tiered goals; (c) piece-rate pay without tiered goals; and (d) piece-rate pay with tiered goals. Participants performed a computerized simulated medical data-entry task and the primary dependent variable was the average number of correctly completed medical records per session. Participants attended one 45-minute covariate session and five 45-minute experimental sessions. A rank-based ANCOVA monotone method was used to evaluate the hypothesis that performance would be (1) highest for piece-rate pay with tiered goals, (2) intermediate for both fixed pay with tiered goals and piece-rate pay without tiered goals, and (3) lowest for fixed pay without tiered goals. The results of the main monotonic analysis were consistent with this hypothesis. A secondary analysis demonstrated that performance did not differ significantly between the two conditions expected to produce intermediate level performance. The results of the main analysis indicate that the combination of goals and incentives is likely to maximize performance in organizations, and the results of the secondary analysis are important due to the relative ease of implementing tiered goals as opposed to piece-rate pay.
| Author | : Jessica L. Urschel |
| Publisher | : |
| Total Pages | : 109 |
| Release | : 2015 |
| Genre | : |
| ISBN | : |
This study examined the relative effects of tiered goals, difficult goals, and moderate goals on performance when individuals earned bonus pay for goal achievement. The experimental design was a 3 x 2 mixed factorial design. Participants were 44 undergraduate students performing a computerized data entry task that simulated the job of a medical data entry clerk. For each session, participants were paid a $4 base salary plus bonus pay contingent on goal achievement. Participants were randomly assigned to 1 of 3 groups: a) a multiple, tiered goal level condition, in which participants earned $1 in bonus pay for achieving an easy goal, $2 for achieving a moderate goal, or $3 for achieving a difficult goal, b) a difficult goal condition, in which participants only had the opportunity to earn $3 for achieving the difficult goal, or c) a moderate goal condition, in which participants only had the opportunity to earn $2 for achieving the moderate goal. Results of a homogeneity of regression slopes test showed that the effects of the goal depended on participants performance levels in a do your best covariate session before the goals were introduced. After the data for the difficult and tiered goal conditions were pooled, a picked points analysis revealed that for both the lowest and average performers, tiered and difficult goals produced significantly higher performance than moderate goals, X=21, F(1, 40) = 6.57, p = .014 and X=208, F(1, 40) = 9.26, p = .004, respectively, in the first of five experimental sessions. Tiered and difficult goals did not produce significantly higher performance than moderate goals for the highest performers in the first session. No significant differences were found for the last session. These results suggest the importance of within-subjects factors to determine the effects of goals over time. The goals in this study were much easier to achieve than planned. Future research should compare the effects of moderate and difficult goals to tiered goals with goals that are more indicative of goals defined as such in the literature.
| Author | : Jerry Cromwell |
| Publisher | : RTI Press |
| Total Pages | : 388 |
| Release | : 2011-02-28 |
| Genre | : Medical |
| ISBN | : 1934831042 |
This book provides a balanced assessment of pay for performance (P4P), addressing both its promise and its shortcomings. P4P programs have become widespread in health care in just the past decade and have generated a great deal of enthusiasm in health policy circles and among legislators, despite limited evidence of their effectiveness. On a positive note, this movement has developed and tested many new types of health care payment systems and has stimulated much new thinking about how to improve quality of care and reduce the costs of health care. The current interest in P4P echoes earlier enthusiasms in health policy—such as those for capitation and managed care in the 1990s—that failed to live up to their early promise. The fate of P4P is not yet certain, but we can learn a number of lessons from experiences with P4P to date, and ways to improve the designs of P4P programs are becoming apparent. We anticipate that a “second generation” of P4P programs can now be developed that can have greater impact and be better integrated with other interventions to improve the quality of care and reduce costs.
| Author | : Richard C. Dorf |
| Publisher | : CRC Press |
| Total Pages | : 1190 |
| Release | : 1998-07-27 |
| Genre | : Technology & Engineering |
| ISBN | : 9781420050561 |
If you are not already in a management position, chances are you soon will be. According to the Bureau of Statistics, the fastest growing areas of employment for engineers are in engineering/science management. With over 200 contributing authors, The Technology Management Handbook informs and assists the more than 1.5 million engineering managers in the practice of technical management. Written from the technical manager's perspective and written for technologists who are managers, The Technology Management Handbook presents in-depth information on the science and practice of management. Its comprehensive coverage encompasses the field of technology management, offering information on: Entrepreneurship Innovations Economics Marketing Product Development Manufacturing Finance Accounting Project Management Human Resources International Business
| Author | : National Research Council |
| Publisher | : National Academies Press |
| Total Pages | : 111 |
| Release | : 2011-10-18 |
| Genre | : Education |
| ISBN | : 0309225078 |
In recent years there have been increasing efforts to use accountability systems based on large-scale tests of students as a mechanism for improving student achievement. The federal No Child Left Behind Act (NCLB) is a prominent example of such an effort, but it is only the continuation of a steady trend toward greater test-based accountability in education that has been going on for decades. Over time, such accountability systems included ever-stronger incentives to motivate school administrators, teachers, and students to perform better. Incentives and Test-Based Accountability in Education reviews and synthesizes relevant research from economics, psychology, education, and related fields about how incentives work in educational accountability systems. The book helps identify circumstances in which test-based incentives may have a positive or a negative impact on student learning and offers recommendations for how to improve current test-based accountability policies. The most important directions for further research are also highlighted. For the first time, research and theory on incentives from the fields of economics, psychology, and educational measurement have all been pulled together and synthesized. Incentives and Test-Based Accountability in Education will inform people about the motivation of educators and students and inform policy discussions about NCLB and state accountability systems. Education researchers, K-12 school administrators and teachers, as well as graduate students studying education policy and educational measurement will use this book to learn more about the motivation of educators and students. Education policy makers at all levels of government will rely on this book to inform policy discussions about NCLB and state accountability systems.
| Author | : Andrew Hopkins |
| Publisher | : CRC Press |
| Total Pages | : 186 |
| Release | : 2019-07-23 |
| Genre | : Technology & Engineering |
| ISBN | : 1317062590 |
Financial incentives have long been used to try to influence professional values and practices. Recent events including the global financial crisis and the BP Texas City refinery disaster have been linked to such incentives, with commentators calling for a critical look at these systems given the catastrophic outcomes. Risky Rewards engages with this debate, particularly in the context of the present and potential role of incentives to manage major accident risk in hazardous industries. It examines the extent to which people respond to financial incentives, the potential for perverse consequences, and approaches that most appropriately focus attention on major hazard risk. The book is based in part on an empirical study of bonus arrangements in eleven companies operating in hazardous industries, including oil, gas, chemical and mining.
| Author | : Yasheng Chen |
| Publisher | : |
| Total Pages | : 26 |
| Release | : 2013 |
| Genre | : |
| ISBN | : |
This study investigates the performance feedback and goal achievability in incentive effects on employees' effort and performance. We perform an experiment to examine whether the use of goal-specific feedback and incentive contracts have an interaction effect on task performance. Using the Mirametrix S2 eye tracking device to measure the level of effort, we find that the feedback effect on effort depend on goal achievability specified in the incentive contract. Specifically, we find that when employees are contracted based on achievable goals, feedback decreases their level of effort. By contrast, when employees are contracted based on more challenging but attainable goals, feedback increases their level of effort. Furthermore, we find that the level of effort has a significant positive impact on task performance. These findings have important implications for the design of control and compensation systems in organizations that aim for a higher employees' performance.
| Author | : |
| Publisher | : |
| Total Pages | : 72 |
| Release | : 1990 |
| Genre | : Government publications |
| ISBN | : |
| Author | : Angela Bowey |
| Publisher | : |
| Total Pages | : 166 |
| Release | : 1982 |
| Genre | : Incentives in industry |
| ISBN | : |
Labour administration pub. Research paper (compilation of essays) on the impact of wage incentives in the UK from 1977 to 1980 - based on a sample survey of managers, shop stewards and industrial workers in 63 industrial enterprises; discusses the theoretical background; reviews incentives for manual workers and nonmanual workers, management attitudes and employees attitudes regarding improved Motivation, productivity, profitability, labour relations, etc.; includes case studies. Diagrams, graphs and references.
