Respond to the required questions, double-spaced, APA format (source citations and reference insertions) essay (Each Question). In each Case Study, you must use at least three (3) references (in text), including the textbook (included below).
Textbook reference:
Smith Jr., Clifford W. Managerial Economics & Organizational Architecture (Irwin Economics) (p. 103). McGraw-Hill Higher Education. Kindle Edition.
(This Assignment Box maybe linked to Turnitin.)
Respond to the required questions, double-spaced, APA format (source citations and reference insertions) essay (Each Question). In each Case Study, you must use at least three (3) references (in text), including the textbook (included below). Textbook reference: Smith Jr., Clifford W. Managerial Economics & Organizational Architecture (Irwin Economics) (p. 103). McGraw-Hill Higher Education. Kindle Edition. (This Assignment Box maybe linked to Turnitin.) 150 Words: Discussion W. Edwards Deming, often referred to as the leading quality guru in the United States, and psychologist Alfie Kohn support the idea that incentive pay is not a motivator for individuals to do a good job. Yet economists argue that incentive compensation does work and as economist George Baker notes in his 1993 article in the Harvard Business Review titled "Rethinking Rewards," "The problem is not that incentives can't work but that they work too well." What does Baker mean? Discuss the importance of a well-developed compensation plan in attracting and retaining good employees and how to keep those plans from "working too well." 100 Words (Ebony Tyler) – Reply and Comment on the following: Economist George Baker states in the article "Rethinking Rewards,"(1993), "The problem is not that incentives can't work but that they work too well," means that to a degree with well-developed rewards for positive motives does motivate employees and drive them into the wanted and required direction in which the supervisor pushes for. In my current firm there are incentives that are established to promote employee health care. It is required for all employees to participate and have healthy lifestyles which will reward the employee with paid health benefits. If unhealthy lifestyles and other accomplishments are not met by the employee during a specific period, the employee must pay for their healthcare each pay period. Throughout the year, my employer offers classes, training, and information on health care enhancement. With this there are prizes and rewards that are offered. Brickley, Smith, and Zimmerman (2016), explain with the statement that Baker suggest that incentives work too well is true. I do believe though that incentives work only well rewards are offered then once the incentive claimed normal behaviors become routine again. 100 Words (Mayra Soto) – Reply and Comment on the following: When Baker (1993) claims “The problem is not that incentives can’t work but that they work too well” (para. 1). Baker is responding to an article written by Kohn (1993) which claimed not only that incentive plans aren’t effective, but that companies should abandon their use entirely. Baker disagrees with Kohn on the latter point and offers another view to consider. When he claims they work “to well” he is referring to the outputs (sometimes intended, sometimes not) which are often seen from incentive plans. When employees are offered an incentive, they will likely find a way to receive their reward, but if the incentive plan is not constructed wisely, as they often are not, there can be unintended negative consequences (Baker, 1993).