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Since successful organizational change is really about ongoing organizational adaptationthat is built on the employees continued support for and ownership of the new businessoutcomes, failure to address the "what's in it for me?" (WIIFM) concern may seriously hamper anyimprovement initiative. That, coupled with the results of the recent 2004 Job Satisfactionsurvey conducted by the Society for Human Resource Management and CNNfn (thefinancial network of the CNN News Group) which found that employees rankedbenefits and compensation as the two most important job satisfaction factors should leadus to examine how compensation and reward plans can be used to generate employeesupport for organizational improvement. In recent years, various government agencieshave experimented with different pay-for-performance plans targeted at a range ofemployee groups. This paper discusses how Group Incentive Plans (in particular,gainsharing/goalsharing) are a powerful method to unify employees aroundachieving business outcomes that otherwise would not have been supported. Includes 13 references.

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Edition: Vol. - No. Published: 06/01/2006 Number of Pages: 9File Size: 1 file , 290 KB