Endnotes

  1. 1. Cox, A., Brown, D., and Reilly, P. (2010). Reward strategy: Time for a more realistic reconceptualization and reinterpretation? Thunderbird International Business Review, 52(3), 249–254; Watson Wyatt Ben Track. (2008). Online access to your organization’s benefits and compensation programs—anywhere in the world. www.watsonwyatt.com; Hewitt and Associates. (2008). www.totalcompensationcenter.com; Towers and Perrin Global Workforce Study. (2008). www.towersperrin.com; Amuso, L. E., and Knopping, D. (2008). Incentive compensation program design. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 206–214; Packwood, E. C. (2008). Using variable pay programs to support organization goals. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 215–226; Abosch, K. (2008). Rationalizing variable pay plans. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 227–238; Abosch, K. S. (2008). Broadbanding. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 159–166; Watson Wyatt Data Services. (2006). Domestic compensation survey references. Rochelle Park, N.J.

  2. 2. www.jmfamily.com; www.fortune.com. (2014). The 100 best companies to work for in America.

  3. 3. www.fortune.com. (2014). The 100 best companies to work for in America.

  4. 4. Milkovich, G. T., Newman, G., and Gerhart, B. (2015). Compensation. Irwin/McGraw-Hill. Drizin, M. (2005, April). Benchmarks help employers drive results. Workspan, 46–52.

  5. 5. Drape, T., Quintanilla, J., and Green, S. G. (2010). Individual pay-for-performance in Spain: Cognitive sociology and the subsidiary insider perspective. Thunderbird International Business Review, 52(3), 217–222; Enrich, D., Munoz, S. S., and Lucchette, A. (2010, January 28). Banks see ways past pay limits. Wall Street Journal, A1; Faulkender, M., and Jun Yang (2010). Inside the black box: The role and composition of compensation in peer groups. Journal of Financial Economics, 96(2), 257–270; Welbourne, T. M., and Ferrante, C. J. (2008). To monitor or not to monitor. Group and Organization Management, 33(2), 139–162; Welbourne, J. M., and Gómez-Mejía, L. R. (2008). Team-based incentives. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 259–276; Gómez-Mejía, L. R., Welbourne, T., and Wiseman, R. (2000). Gainsharing and employee risk takings. Academy of Management Review, 25(3), 492–509; Bradley, G. (2005, First Quarter). Procter & Gamble’s balanced approach to long-term incentives. WorldatWork Journal, 6–14; Easterbrook, G. (2005, January 17). The real truth about money. Time, A32–A34.

  6. 6. Frydman, C. and Saks, R. E. (2010). Executive compensation: A new view for a long term perspective, Review of Financial Studies, 23(5), 2099–2138; Gutner, T. (2011). Create a bonus program that generates business. www.entrepreneur.com; Andrews, E. L. (2008, September 19). Vast bailout plan is proposed to stem economic crisis. New York Times, A-1; Buyniski, E., and Mazer, M. (2008). Executive compensation strategy. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 311–322; Pennings, J. M. (2008). Executive compensation: An academic perspective. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 349–364; Alpern, R. C. (2008). Executive compensation agreements. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 385–396; Caranikas-Walker, F., Goel, S., Gómez-Mejía, L. R., Cardy, R. B., and Grabke-Rundell, A. (2007). An empirical investigation of the role of subjective performance assessment versus objective performance indicators. Management Research, 6(1), 1–30.

  7. 7. Langbern, L. (2010). Economics, public service motivation, and pay for performance: complements or substitutes? International Public Management Journal, 13(1), 9–23; Lapowski, I. (2011). How to attract talent to your start up. www.inc.com; Leondis, A., and Collins, M. (2010, January 25). Empty drawbacks? The tool for recognizing bonuses remains interested. BusinessWeek, 20; Singer-Vine, J. (2008, August 21). When schools offer money as a motivator. Wall Street Journal, D-1; Symonds, W. C. (2001, March 19). How to fix American schools. BusinessWeek, 68–73.

  8. 8. Scott, M. (2013). http://dealbook.nytimes.com.

  9. 9. Byrnes, N., McNamee, M., Grover, L., Muller, J., and Park, A. (2002, April 8). Auditing here, consulting over there. BusinessWeek, 34–36; Kahn, J. (2002, April 29). Deloitte restates its case. Fortune, 64–74.

  10. 10. Ralph, E. (2014). Framing the compensation inquiry. http://heinonline.org; Fitzpatrick, I., and McMullin, T. D. (2008). Benchmarking. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 125–142; Drizin, M. (2005, April). Benchmarks help employers drive results. Workspan, 46–52.

  11. 11. Milkovich, G. T., Newman, G., and Gerhart, B. (2015). Compensation. Irwin/McGraw-Hill; Wilson, T. B., and Malanowski, S. (2008). Performance management best practices. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 447–458; Niven, P. R. (2008). The balances scorecard and compensation. In Berger, L. A., and Berger, D. R. (Eds.), (2008). The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 493–510; Cannon, M. D. (2008). Pay for performance: New development and issues. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 543–558; Saura, M. D. and Gómez-Mejía, L. R. (1997). The effectiveness of organization-wide compensation strategies in technology intensive firms. Journal of High Technology Management Research, 8(2), 301–317.

  12. 12. Gomez-Mejia, L. R., and Balkin, D. B. (2012). Management: People, performance, change. Upper Saddle River, NJ: Prentice Hall.

  13. 13. Rangel, C. (2011). Why pay for performance does not work and may impair patient care. www.kevinmd.com; Gorman, C. (1999, February 8). Bleak days for doctors. Time, 53.

  14. 14. Ibid.

  15. 15. Perkins, S. J., and Vartiairnen, M. A. (2010, May–June). European reward management? Thunderbird International Review, 52(3), 175–187; Reinhart, U. E. (2011). Basing pay-for-performance on outcomes. http://economix.blogs.nytimes.com; Franco-Santos, M. (2008). Performance measurement issues, incentive application and globalization. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 41–56; Makri, M. (2008). Incentives to stimulate innovation in global context. In Gómez-Mejía, L. R. and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 72–85; Edwards, M., and Ewen, A. J. (1995, Winter). Moving multisource assessment beyond development. ACA Journal, 5(1), 82–87; Bors, K. K., Clark, A. W., Power, V., Seltz, J. C., Schwartz, R. B., and Turbidy, G. S. (1996, Spring). Multiple perspectives: Essays on implementing performance measures. ACA Journal, 5(1), 40–45; Milkovich, G. T., and Newman, J. M. (2008). Compensation (9th ed.), New York: McGraw-Hill.

  16. 16. Jacobs, E. (2014). The problem with your performance review feedback. www.bnet.com; Park, R., Appelbaum, E., and Druse, D. (2010). Employee involvement and group incentives in manufacturing companies: A multilevel analysis. Human Resource Management, 20(3), 227–243; Welbourne, J. M., and Gómez-Mejía, L. R. (2008). Team-based incentives. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 259–276; Abernathy, W. B. (2005, First Quarter). Behavior systems technology: Reengineering closed behavior systems. WorldatWork Journal, 71–76.

  17. 17. Lancaster, P. Incentive pay isn’t good for your company, www.inc.com (accessed 2011); Jacobs, E. (2011). The problem with your performance review feedback. www.bnet.com; Wilson, T. B., and Malanowski, S. (2008). Performance management best practices. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 447–458; Cannon, M. D. (2008). Pay for performance: New development and issues. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 543–558; Heneman, R. L., and Dixon, K. E. (2001, November–December). Reward and organizational systems alignment: An expert system. Compensation and Benefits Review, 18–27.

  18. 18. www.worldatwork.org. (2015); U.S. Securities and Exchange Commission. (2014). Employee stock option plans. www.sec.gov; McGregor, J. (2008, September 22). Merit pay? Not exactly. BusinessWeek, 17; Hills, F. S., Scott, D. K., Markham, S. E., and Vest, M. J. (1987). Merit pay: Just or unjust desserts? Personnel Administrator, 32(9), 53–64; Hughes, C. L. (1986). The demerit of merit. Personnel Administrator, 31(6), 40; Berstein, A. (1999, June 14). Stock options bite back. BusinessWeek, 50–51; Drizin, M. (2005, April). Benchmarks help employers drive results. Workspan, 46–52.

  19. 19. Franco-Santos, M. (2008). Performance measurement issues, incentive application and globalization. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 41–56; Reda, F. (2008). Guidelines for effective executive performance appraisals. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 459–478; Drizin, M. (2005, April). Benchmarks help employers drive results. Workspan, 46–52.

  20. 20. Singer-Vine, J. (2008, August 21). When schools offer money as a motivator. Wall Street Journal, D-1; Walters, S. (1999, September 19). Fury over Blunkett’s huge wage rises for teachers. The Mail on Sunday, 5; Symonds, W. C. (2001, March 19). How to fix American schools. BusinessWeek, 68–73; Pollock, R. L. (2001, August 20). The truth about the teacher “shortage.” Wall Street Journal, A-5.

  21. 21. Schwab, D. P. (1974). Conflicting impacts of pay on employee motivation and satisfaction. Personnel Journal, 53(3), 190–206.

  22. 22. Makri, M. (2008). Incentives to stimulate innovation in global context. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 72–85; Newsline. (2005, March 15). Working while sick continues to pervade U.S. workplace. www.worldatwork.com.

  23. 23. Nulty, P. (1995, Nov 13). Incentive pay can be crippling, Fortune, 235; Lancaster, P. (2011). Incentive pay isn’t good for your company, www.inc.com; Jacobs, E. (2011). The problem with your performance review feedback. www.bnet.com.

  24. 24. Deci, E. L. (1972). The effects of contingent and non-contingent rewards and controls on intrinsic motivation. Organizational Behavior and Human Performance, 8, 15–31. See related discussion in Bloom, M. (1999). The art and context of the deal: A balanced view of executive incentives. Compensation and Benefits Review, 31(1), 25–31; Kohn, A. (1993, September–October). Why incentive plans cannot work. Harvard Business Review, 54–63.

  25. 25. Sauermann, H., and Cohen, W. M. (2010). What makes them tick? Employee motives and firm innovation. Management Science, 56(12), 2134–2153; Fang, G., and Gerhart, B. (2012). Does pay for performance diminish intrinsic interest? International Journal of Human Resource Management, 23(6), 1176–1196.

  26. 26. Baumann, O., and Stieglitz, N. (2014). Rewarding value-creating ideas in organizations: The power of low-powered incentives. Strategic Management Journal, available online as doi:1002/SMJ.02093.

  27. 27. www.fortune.com. (2014). The 100 best companies to work for.

  28. 28. Academy of Management Review. (1998, August). Special issue on trust; Drizin, M. (2005, April). Benchmarks help employers drive results. Workspan, 46–52; Ellis, C. M., and Barnes, S. (2008). Using compensation to drive workforce productivity. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 521–530; Cannon, M. D. (2008). Pay for performance: New development and issues. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 543–558; Salinmaki, A., and Heneman, R. L. (2008). Pay for performance for global employees. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 158–168.

  29. 29. www.opm.gov. (2011). Keys to effective group incentive programs; Profit-Building Strategies for Business Owners. (1992, December), 22(12), 23–24.

  30. 30. Colleti, J. A., and Fias, M. S. (2008). Sales compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 239–258; Parks, T. (2002). Uphill battle: Motivating a sales force in tough times. Workspan, 4(2), 65–67; HR Focus. (2001, April). Incentive pay plans: Which ones work . . . and why, 3–5.

  31. 31. Gómez-Mejía, L. R., and Balkin, D. B. (1992). Compensation, organizational strategy, and firm performance. Cincinnati, OH: South-Western; Varca, P. E. (2005, First Quarter). The case for emotionally intelligent workers. WorldatWork Journal, 35–57.

  32. 32. Work in America Institute. (1991, October). AT&T credit: Continuous improvement as a way of life, 16(10), 2.

  33. 33. Masternak, R. L. (2008). Gainsharing and profitsharing. In Berger, L. A., and Berger, D. R. (Eds.), (2008). The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 277–294; Gómez-Mejía, L. R., Page, R. C., and Tornow, W. (1982). A comparison of the practical utility of traditional, statistical, and hybrid job evaluation approaches. Academy of Management Journal, 25, 790–809; Varca, P. E. (2005, First Quarter). The case for emotionally intelligent workers. WorldatWork Journal, 35–57.

  34. 34. Rich, J. T. (2002, February). The solution to employee performance mismanagement. Workspan, 45(2), 1–6.

  35. 35. Greenberg, J. (1990). Looking fair vs. being fair: Managing impressions of organizational justice. In L. Cummings and B. M. Staw (Eds.), Research in organizational behavior, Vol. 2. Greenwich, CT: JAI Press.

  36. 36. www.fortune.com. (2014). Best companies to work for.

  37. 37. Milkovich, G. T., Newman, J. M. and Gerhart, R. (2015). Compensation (11th ed.), Irwin.

  38. 38. Makri, M. (2008). Incentives to stimulate innovation in global context. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 72–85; Gómez-Mejía, L. R., and Balkin, D. B. (1989). Effectiveness of individual and aggregate compensation strategies. Industrial Relations, 28, 431–445; Balkin, D. B., and Gómez-Mejía, L. R. (2000). Is CEO pay related to innovation in high technology firms? Academy of Management Journal, 43(6), 30–41.

  39. 39. www.fortune.com. (2011).

  40. 40. www.land.gov. (2011).

  41. 41. Los Alamos National Laboratory Contract Worker Spot Awards. (2008); www.land.gov; Franco-Santos, M. (2008). Performance measurement issues, incentive application and globalization. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 41–56; Ellis, C. M., and Barnes, S. (2008). Using compensation to drive workforce productivity. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 521–530; HR Focus. (2001, April). Incentive pay plans: Which ones work . . . and why, 3–5; Watson Wyatt Data Services. (2006). Domestic compensation survey references. Rochelle Park, NJ.

  42. 42. www.fortune.com. (2011).

  43. 43. Gomez-Mejia, L. R., Berrone, P., and Franco-Santos, M. (2010). Compensation and organizational performance. Armonk, NY: M. E. Sharpe Inc; Rubin, C. (2011). Whole Foods CEO donates half of pay to charity. www.inc.com; Swinford, D. N. (2008). New dynamics of CEO pay. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 415–422; Miller, J. S., Wiseman, R. M., and Gómez-Mejía, L. R. (2002). The fit between CEO compensation design and firm risk. Academy of Management Journal, 45(5), 90–99.

  44. 44. Variable pay (2011). www.enotes.com; Locke, E. A., Shaw, K., Saari, L. M., and Latham, G. P. (1981). Goal setting and task performance: 1969–1980. Psychological Bulletin, 90, 125–152.

  45. 45. Gomez-Mejia, L. R., and Balkin, D. B. (2012). Management: People, performance, change. Upper Saddle River, NJ: Prentice Hall; Larimer, T., and Dickerson, J. F. (2002, February 18). Time for hardball. Time, 42–44;

  46. 46. Gomez-Mejia, L. R., Berrone, P., and Franco-Santos, M. (2010). Compensation and organizational performance. Armonk, NY: M. E. Sharpe Inc; Gómez-Mejía, L. R., and Balkin, D. B. (1992). Compensation, organizational strategy, and firm performance. Cincinnati, OH: South-Western; Makri, M. (2008). Incentives to stimulate innovation in global context. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 72–85; Wilson, T. B., and Malanowski, S. (2008). Performance management best practices. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 447–458; Drizin, M. (2005, April). Benchmarks help employers drive results. Workspan, 46–52.

  47. 47. Hewitt Associates, Lincolnshire, IL, reported in Wall Street Journal (1995, November 28), A-1.

  48. 48. Welbourne, T. M., and Ferrante, C. J. (2008). To monitor or not to monitor. Group and Organization Management, 33(2), 139–162; Welbourne, J. M., and Gómez-Mejía, L. R. (2008). Team-based incentives. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 259–276; HR Focus. (2001, April). Incentive pay plans: Which ones work . . . and why, 3–5; Levering, R., and Moskowitz, M. (2005, January). The 100 best companies to work for. Fortune, 61–91.

  49. 49. www.fortune.com. (2014). The 100 best companies to work for.

  50. 50. Society for Human Resource Management. (2014). Reducing the sense of entitlement. www.shrm.org; Welbourne, J. M., and Gómez-Mejía, L. R. (2008). Team-based incentives. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 259–276; Gross, S., and Blair, J. (1995, September/October). Reinforcing team effectiveness through pay. Compensation and Benefits Review, 34–36; Zigon, J. (1996). How to measure the results of work teams. Zigon Performance Group, Media, PA.

  51. 51. Wright, A. (2010). Culture and compensation—unpacking the intricate relationship between reward and organizational culture. Thunderbird International Business Review, 52(3), 189–201; Liden, R. C., and Mitchell, T. R. (1983). The effects of group interdependence on supervisor performance evaluations. Personnel Psychology, 36, 289–299.

  52. 52. ERC Press Room. (2008, September). Variable pay plans yield positive results. www.ercnet.org; HR Focus. (2001, April). Incentive pay plans: Which ones work . . . and why, 3–5.

  53. 53. Sweins, C., and Jussiter, L. (2010). Employee knowledge and the effects of a deferred profit sharing system. Thunderbird International Business Review, 52(3), 231–238; Sanchez-Marin, G. (2008). The influence of institutional and cultural factors on compensation practices. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 3–16; Sanchez-Marin, G. (2008). National differences in compensation: The influence of the institutional and cultural context. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 18–28. Butler, M. J. (2001, 2nd Quarter). Worldwide growth of employee ownership phenomena. WorldatWork Journal, 10(2), 1–5.

  54. 54. Heneman, F., and Von Hippel, C. Interview appearing in Wall Street Journal (1995, November 28), A-1.

  55. 55. Albanese, R., and VanFleet, D. D. (1985). Rational behavior in groups: The free-riding tendency. Academy of Management Review, 10, 244–255.

  56. 56. www.fortune.com. (2011). The 100 best companies to work for.

  57. 57. Berger, D. R. (2008). Demographics. The tempest driving compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 49–63; Gordon, D. M., Edwards, R., and Reich, M. (1982). Segmented work, divided workers: The historical transformation of labor in the United States. London: Cambridge University Press.

  58. 58. Mohrman, A. M., Mohrman, S. A., and Lawler, E. E. (1992). Performance measurement, evaluation and incentives. Boston: Harvard Business School.

  59. 59. Milkovich, G. T., Newman, G., and Gerhart, B. (2015). Compensation. Irwin/McGraw-Hill.

  60. 60. www.timesonline.com.uk. (2008).

  61. 61. Caranikas-Walker, F., Goel, S., Gómez-Mejía, L. R., Cardy, R. B., and Grabke-Rundell, A. (2007). An empirical investigation of the role of subjective performance assessment versus objective performance indicators. Management Research, 6(1), 1–30; Miller, J. S., Wiseman, R. M., and Gómez-Mejía, L. R. (2002). The fit between CEO compensation design and firm risk. Academy of Management Journal, 45(5), 90–99.

  62. 62. www.intel.com. (2011).

  63. 63. Pinchot, G. (1985). Intrapreneuring. New York: Harper & Row.

  64. 64. McGregor, D. (1960). The human side of enterprise. New York: McGraw-Hill.

  65. 65. Masternak, R. L. (2008). Gainsharing and profitsharing. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 277–294; Gómez-Mejía, L. R., Welbourne, T., and Wiseman, R. (2000). Gainsharing and employee risk takings. Academy of Management Review, 25(3), 492–509; Masternak, R., and Camuso, M. A. (2005, First Quarter). Gainsharing and six sigma perfect together. WorldatWork Journal, 42–49.

  66. 66. Gómez-Mejía, L. R., Welbourne, T., and Wiseman, R. (2000). Gainsharing and employee risk takings. Academy of Management Review, 25(3), 492–509.

  67. 67. Masternak, R. L. (2008). Gainsharing and profitsharing. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 277–294; Welbourne, T., and Gómez-Mejía, L. R. (1995). Gainsharing: A critical review. Journal of Management, 21(3), 559–609; Welbourne, T., Balkin, D., and Gómez-Mejía, L. R. (1995). Gainsharing and mutual monitoring. Academy of Management Journal, 38(3), 818–834; Gómez-Mejía, L. R., Welbourne, T., and Wiseman, R. (2000). Gainsharing and employee risk takings. Academy of Management Review, 25(3), 492–509.

  68. 68. Masternak, R. L. (2008). Gainsharing and profitsharing. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 277–294; Florkowski, G. W. (1987). The organizational impact of profit sharing. Academy of Management Review, 12, 622–636; Berner, R. (2002, March 18). Keeping a lid on unemployment: No bonus may mean fewer layoffs. BusinessWeek, 18.

  69. 69. Time. (1988, February 1), 13.

  70. 70. Variable pay (2014). www.enotes.com; Jaross, J., Byrnes, R., and Mercer, W. (2002, April). Mastering the share plan circus. Workspan, 55–64; Lee, J. (2002, April). Finding the sweet spots: Optimal executive compensation. Workspan, 40–46.

  71. 71. Kaplan, J., and Granados, L. (2002, April). Tax law changes affect ESOPs. Workspan, 46–50.

  72. 72. Newsline. (2005, March 18). Stocks of best companies to work for beat the market by 300%. www.worldatwork.com.

  73. 73. www.fortune.com. (2008). The 100 best companies to work for.

  74. 74. Butler, M. J. (2001, 2nd Quarter). Worldwide growth of employee ownership phenomena. WorldatWork Journal, 10(2), 1–5; Mattson, R., and Turetsky, D. (2008). Global compensation processes. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 654–664.

  75. 75. Burmeister, E. D. (2001). The top mistakes in implementing a global stock plan. WorldatWork Journal, 10(2), 3; Coleman, P. (2008). Global local national compensation practices. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 641–653.

  76. 76. ERC Press Room. (2008, September). Variable pay plans yield positive results. www.ercnet.org; Conlin, M., and Berner, R. (2002, February 18). A little less in the envelope. BusinessWeek, 64–66; Lavelle, L. (2002, March 4). The danger of deferred compensation. BusinessWeek, 110.

  77. 77. Gomez-Mejia, L. R., and Balkin, D. B. (2012). Management: People, performance, change. Upper Saddle River, NJ: Prentice Hall.

  78. 78. Leland, J., and Uchittelle, L. (2008, September 23). Retirees filling the front line in market fears. New York Times, A-1; Park, R., Appelbaum, E., and Druse, D. (2010). Employee involvement and group incentives in manufacturing companies: A multilevel analysis. Human Resource Management, 20(3), 227–243.

  79. 79. Masternak, R. L. (2008). Gainsharing and profitsharing. In Berger, L. A., and Berger, D. R. (Eds.), (2008). The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 277–294; Cheadle, A. (1989). Explaining patterns of profit sharing activity. Industrial Relations, 28, 387–401; Park, R., Appelbaum, E., and Druse, D. (2010). Employee involvement and group incentives in manufacturing companies: A multilevel analysis. Human Resource Management, 20(3), 227–243.

  80. 80. Wall Street Journal. (2008, April 14). Persistent pay gains: A survey overview, R-1; Lublin, J. (2005, February 26). Bonuses soar for CEOs bad and good. Wall Street Journal, D-1; Strauss, G., and Hansen, B. (2005, March 30). Special report: CEO pay is business as usual. USA Today, A-1.

  81. 81. Variable pay (2014). www.enotes.com; Cannon, M. D. (2008). Pay for performance: New development and issues. In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 543–558; Stewart, T. A. (1998, June 8). Can even heroes get paid too much? Fortune, 289–300; Poster, C. Z. (2002, January–February). Retaining key people in troubled companies. Compensation and Benefits Review, 34(1), 7–12.

  82. 82. Gomez-Mejia, L. R., Berrone, P., and Franco-Santos, M. (2010). Compensation and organizational performance. Armonk, NY: M. E. Sharpe Inc; Wall Street Journal. (2008, April 14). Persistent pay gains: A survey overview, R-1; Berrone, P., and Gómez-Mejía, L. R. (2008). Beyond financial performance: Is there something missing in executive compensation schemes? In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 205–218; Lublin, J. (2002a, April 11). Executive pay under radar. Wall Street Journal, B-7; Lublin, J. (2002b, April 11). The hot seat. Wall Street Journal, B-10.

  83. 83. Society for Human Resource Management. (2013). U.S. versus European executive pay narrows. www.shrm.org.

  84. 84. BusinessWeek, (2002, April 15), Round UP, 15.

  85. 85. Rundell, A. G., and Gómez-Mejía, L. R. (2002). Power as a determinant of executive pay. Human Resource Management Review, 12(3), 3–23.

  86. 86. Cennanno, C. (2008). Shareholders’ value maximization and stakeholders’ interest: Is CEO long-term compensation the answer? In Gómez-Mejía, L. R., and Werner, S. (Eds.), Global compensation: Foundations and perspectives. London: Routledge, 100–112; Thompson, M. A. (2001). Managing stock options in down market conditions. WorldatWork Journal, 10(2), 1–6; Bryniski, T., and Harsen, B. (2002, January–February). The cancel and regrant: A roadmap for addressing underwater options. Compensation and Benefits Review, 34(1), 28–33; Fox, R. D., and Hauder, E. A. (2001). Sending out an SOS—Methods for companies to resuscitate underwater stock options. WorldatWork Journal, 10(2), 7–12.

  87. 87. Kahn, J. (2002, January 7). When 401(k)s are KO’d. Fortune, 104; Hymowitz, C. (2003, February 24). How to fix a broken system. Wall Street Journal, R-1.

  88. 88. Gomez-Mejia, L. R., Berrone, P., and Franco-Santos, M. (2010). Compensation and organizational performance. Armonk, NY: M. E. Sharpe Inc; Devers, C. E., McNamara, G., Wiseman, R. M., and Aufelt, M. (2008). Moving closer to the action: Examining compensation design effects on firm risk. Organization Science, 20, 1–19; Meyer, D., and McCord, N. (2008). Board compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 423–432; Ellig, B. (2008). Board critical issues in executive pay. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 433–441; Jayne, R. (2008). Executive compensation: A recruiter’s recommendation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 339–348; Gómez-Mejía, L. R., and Wiseman, R. (1997). Reframing executive compensation: An assessment and outlook. Journal of Management, 23(3), 291–374;

  89. 89. Gomez-Mejia, L. R., Berrone, P., and Franco-Santos, M. (2010). Compensation and organizational performance. Armonk, NY: M. E. Sharpe Inc; Tosi, H., Katz, J., Werner, S., and Gómez-Mejía, L. R. (2000). A meta-analysis of executive compensation studies. Journal of Management, 26(2), 1–39.

  90. 90. Wall Street Journal. (2008, April 14). Persistent pay gains: A survey overview, R-1; Lublin, J. (2002, April 11). Executive pay under radar. Wall Street Journal, B-7; Strauss, G., and Hansen, B. (2005, March 30). Special report: CEO pay is business as usual. USA Today, A-1.

  91. 91. Rubin, C. (2011). Whole Foods CEO donates half of pay to charity. www.inc.com. Wall Street Journal. (2008, April 14). Persistent pay gains: A survey overview, R-1.

  92. 92. Desai, M. (2012. March). The incentive bubble. Harvard Business Review, 2–11.

  93. 93. http://hrdailyadvisor.blr.com. (2013). Most common perquisites for executives; Dvorak, P. (2008, September 15). Companies cut holes in CEO’s golden parachutes. Wall Street Journal, B-4.

  94. 94. Gilbert, D. (2013). Chevron reduces compensation for CEO. http://online.wsj.com.

  95. 95. http://hrdailyadvisor.blr.com. (2013). Most common perquisites for executives.

  96. 96. Wall Street Journal News Roundup. (1995, March 7). In a cost-cutting era, many CEOs enjoy imperial perks, B-1.

  97. 97. Wall Street Journal. (2008, April 14). Persistent pay gains: A survey overview, R-1.

  98. 98. Jaffe, M. (2005, March 14). Pay perks draw warning. Arizona Republic, D-1.

  99. 99. Gomez-Mejia, L. R., Berrone, P., and Franco-Santos, M. (2010). Compensation and organizational performance. Armonk, NY: M. E. Sharpe Inc; Gómez-Mejía, L. R., and Wiseman, R. (1997). Reframing executive compensation: An assessment and outlook. Journal of Management, 23(3), 291–374; Wiseman, R., and Gómez-Mejía, L. R. (1998). A behavioral agency model. Academy of Management Review, 23(1), 150–196.

  100. 100. Meyer, D., and McCord, N. (2008). Board compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 423–432; Dalton, D. R., and Daily, C. M. (1999). Directors and shareholders as equity partners? Compensation and Benefits Review, 31(1), 73–79.

  101. 101. Ibid.

  102. 102. Meyer, D., and McCord, N. (2008). Board compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 423–432; Creswell, J. (1999, April 4). More companies are linking directors’ pay to performance. Wall Street Journal, R-6; McNamee, M. (2002, April 22). Turn up the heat on board cronyism. BusinessWeek, 36.

  103. 103. Milkovich, G. T., Newman, G., and Gerhart, B. (2012). Compensation. Irwin/McGraw-Hill; Wall Street Journal. (2008, April 14). Persistent pay gains: A survey overview, R-1; Meyer, D., and McCord, N. (2008). Board compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 423–432; Lublin, J. S. (2005, April 11). Goodbye to pay for no performance. Wall Street Journal, A-1; Raghavan, A. (2005, January 28). More CEOs say “no thanks” to board seats. Wall Street Journal, B-1; Todd, P., and Barrett, A. (2005, First Quarter). Director pay: Current trend and practices. WorldatWork Journal, 15–24.

  104. 104. Henry, D., France, M., and Lavelle, L. (2005, April 25). The boss on the sidelines. BusinessWeek, 86–96.

  105. 105. Lublin, J. S. (2008, April 14). Boards flex their pay muscles. Wall Street Journal, A-1.

  106. 106. Lublin, J. S., and Tuna, C. (2008, September 22). Anticipating corporate crises. Wall Street Journal, B-5.

  107. 107. Sapsford, J., and Fackler, M. (2005). Director’s role shift in Japan. Wall Street Journal, A-15.

  108. 108. Pepper, A., Gore, J., and Crossman, A. (2013). Are long term incentive plans an effective and efficient way of motivating senior executives? Human Resource Management Journal, 23(1), 36–51.

  109. 109. Colleti, J. A., and Fias, M. S. (2008). Sales compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 239–258; Parks, T. (2002). Uphill battle: Motivating a sales force in tough times. Workspan, 4(2), 65–67; Knight, T. G. (2005, January). Sales compensation plans for a recovering economy. Workspan, 63–66.

  110. 110. Colleti, J. A., and Fias, M. S. (2008). Sales compensation. In Berger, L. A., and Berger, D. R. (Eds.), The compensation handbook: A state of the art guide to compensation strategy and design. New York: McGraw-Hill, 239–258; Knight, T. G. (2005, January). Sales compensation plans for a recovering economy. Workspan, 63–66.

  111. 111. Ibid.; Watson Wyatt Data Services, (1996). The 1995–1996 sales and marketing personnel report. New York, New York.

  112. 112. Parks, T. (2002). Uphill battle: Motivating a sales force in tough times. Workspan, 4(2), 65–67.

  113. 113. Variable pay (2014). www.enotes.com; ERC Press Room. (2008, September). Variable pay plans yield positive results. www.ercnet.org; HR Focus. (2001, April). Incentive pay plans: Which ones work . . . and why, 3–5.

  114. 114. Sager, I., McWilliams, G., and Hof, D. (1994, February 7). IBM leans on its sales force. BusinessWeek, 110.

  115. 115. Forbes. (1994, February 28), 15–20.

  116. 116. Rubin, C. (2011). Whole Foods CEO donates half of pay to charity. www.inc.com.

..................Content has been hidden....................

You can't read the all page of ebook, please click here login for view all page.
Reset
3.17.162.214