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Results for “Employee Incentive Plans”

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At least 73 records · Page 4Linked to original sources
PubMed1993

Why doesn't performance pay work?

Examines performance pay as a means of motivation in the health sector, and indicates possible reasons for its ineffectiveness. Points out that there are various means of motivating employees, with pay being just one of these. Suggests that this is the reason why performance pay has little impact. Concludes that the NHS is about to implement performance pay within its system. Predicts that this may be problematic.

Employee Incentive Plans↗
PubMed1993

QMHC interview: Peter R. Scholtes [by Marie E. Sinioris].

Peter R. Scholtes has a unique perspective on what it takes to build a world-class quality organization: A transformation of the relationships, environment, and dynamics within and between individuals and groups throughout an organization. He brings an organizational development perspective to quality management and, in particular, to the approach and practices advocated by W. Edwards Deming. This interview explores Mr. Scholtes' in-depth understanding and sometimes controversial views on quality improvement teams, team training, and performance appraisal.

Employee Incentive Plans↗
PubMed1995

CFO compensation increasingly linked to performance.

Organization size and individual seniority are key factors affecting compensation of hospital senior executives. However, a recent survey suggests that an organization's financial performance also influences executive compensation, especially of chief financial officers (CFOs). CFOs can benefit from being at the forefront of this trend in compensation practices.

Chief Executive Officers, Hospital↗
PubMed1994

New compensation strategies support quality initiatives.

Three significant trends will dramatically affect human resources management within the healthcare industry in the next decade: changing workforce demographics, declining reimbursement revenues, and increasing demands for high quality services. These trends will require healthcare organizations to develop compensation programs that tie the effectiveness of their human resources to productivity measurements, total quality management initiatives, and individual employee empowerment.

Demography↗