# data[].attributes.body
Hard workers may not feel they are getting paid what they are worth

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No cap to salary, how hard you work can be how much you make

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Might have a negative impact on employees mental health if they cannot live up to the expectations

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Motivates employees to fit the criteria that the employer wants

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Can drag work out so that they are actually doing something all 40 hours

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Able to have a good work and life balance

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Has the potential to make quantity over quality

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Gives incentive to workers to work harder and give their all

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Negative working environment

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Find things that will help employees becomes more motivate and passionate about their jobs

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Employed will lose motivation

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Less stress for individuals

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Decrease quality of work

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Helps employees feel supported

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It helps employees feel supported and satisfied to stay at their job.

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Could cause negative competition/ fights between employees to get the most sales and be paid the most

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Inspire employees to work hard and get more sales since they are paid more to do so

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could cause competition and bad blood between employees

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Gives employees an incentive to work harder and care about their job

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Employees may not work as hard because they are getting the same amount of pay regardless

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Less stress for employees - they know they are being paid a certain amount no matter how much they get done

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It could decrease the quality of the products due to rushing

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It encourages workers to be efficient

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Employees could cut corners doing this, potentially causing other issues for the organization

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This will motivate employees to sell as much as possible and work fast and hopefully efficiently

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Can cause favoritism issues which can cause legal trouble

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Merit pay will let employees know if they are valued as much as others, giving them recognition or incentive to do better

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Employees could start to get lazy as the time passes because it gets closer to their “end time”

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Employees will know what they are being paid and if they pick up extra shifts to get paid more, they can calculate what that extra amount would be

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Can contribute to employee absenteeism, which is when employees come to work even when sick or hurt

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Helps employees have more control over their pay

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Quantity over quality could be a result, similar to piecework where the wage is based on the employee’s performance in a specific time range

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Employees are influenced to make the most sales to earn their profit

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Performance appraisals can be subjective and biased, so the employee may not be fairly represented in the review

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Encourages employees to work meticulously in order to produce the best quality upon appraisal of their work

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Employees may become lax and not give their best effort towards working, since there is a set time

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Employees know that they will be paid a certain amount regardless of their output, so there is limited stress

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It can be detrimental to employees’ mental health, since they might become competitive or produce output with a lack of quality

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It improves efficiency, since people are paid for their output

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It can decrease the quality of work as employees might focus on getting higher numbers rather than providing good service. It can also be stressful for employees.

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It encourages employees to work hard and ensure they are being productive in order to receive better compensation.

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There can be outside factors such as bias at play which can lead to certain employees being favored over others, demoralizing those who don’t have the same opportunities.

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Encourages the worker to put out higher quality work and be more productive because they will be recognized and subsea rewarded.

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There is no real incentive to do more efficient work because there is no reward for effort, so it can lead to decreased productivity.

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It could lead to increased feelings of satisfaction and perceived fairness because the employee is paid base on how much time they put in.

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It can be hard on the mental health of the patient as it might lead to increased levels of stress.

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It makes the employees more incentivized to do well because they are self-managing.

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The employee has potential for a considerably high pay, as long as they are successful in sales they can earn a lot in commission because there is no cap

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Employees have more flexibility typically in jobs with standard hours. They can also work overtime unlike people on salary which is typically 1.5x their hourly wage.

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Chance to earn nothing, except for a potential base pay. Mentally this job can be draining, trying to constantly pitch a sale

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If certain target sales goals aren't met, that employee may be terminated

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Encourages and incentivizes employees to sell as much goods/services as possible

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If only a select amount of employees receive merit pay then other employees may be unmotivated and slowly withdraw their efforts

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Incentivizes employees to work harder and more efficiently

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Employees may not work as efficiently and productively because extra efforts will not lead to more money

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Employees are less stressed about their work because they know they are getting paid for their time not their performance

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Employees may encounter higher levels of stress which could lead to lower morale

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Motivate and encourage employees to work as efficiently as possible to make their jobs easier

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Makes the employees self managing and incentivizes them to do quality work

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May be a great worker but during a down time your manager may think you are producing bad results

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Commissions influence employees to make as many sales as possible

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Could potentially lead to a biased system if not done correctly

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Incentivizes employees to produce high quality work

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Employees may slack off because the extra effort does not equal extra pay

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Good amount of pay transparency so employees know what to expect

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Stressing out employees

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Motivated the employee to be as efficient as possible

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Can lead to low amount of employees during “slow” season or employees could be terminated based on comparison. If an employee makes the lowest amount of sales out of the group, the number itself may be high but low compared to their peers leading to termination

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Encourages employees to be the most productive and focus on making sales

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Not all employees are treated fairly and can decrease the perception of fairness, causing the organization to lose employees

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Encourages employees to produce hugh quality work at an efficient rate which may help them when it’s opportunity for a promotion

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Employees don’t earn overtime pay and are not motivated enough to go above and beyond for the organization

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Employees are knowledgeable about how much they are receiving every pay period unless a day is missed

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This could impacts an employees satisfaction level at work and employees may begin physically withdrawing from work

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Piecework encourages employees to move efficiently as a possible which help them find new ways to do their job easier

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Higher chance of getting fired if you don’t meet quotas. No guaranteed pay. Higher stress levels could impact quality of work. Pay is also usually inconsistent.

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If an employee is competitive in nature, commission based work could motivate them to achieve quotas and reach higher. The satisfaction of completing a “sale”

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Some employees may feel unmotivated and don’t care about merit pay. This could be crucial if company morale is already done.

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It gives employees an incentive to produce more high quality work

Employees are more thoughtful in their work

Employees can use feedback to improve their quality of work each time

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If the employees knows they’ll be paid regardless of quality, they won’t produce high quality work or be time efficient.

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Employees have more free time if they do work in less time but know they’re getting compensated fairly.

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Stress levels could be increased because employees may fear they don’t have enough time to produce what they need.

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Improves quality and efficiency of work because employees know the more they produce the more they’ll be paid.

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Commission can be bad because if you don’t close a deal or make a sale you won’t get paid for your time trying

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Motivates an employee to focus on closing a deal or making a sale if they’re a salesperson

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If selection of employees who receive merit pay isn’t fair, then other employees may become envious or begin to withdraw

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Increases desired behavior in the workplace by rewarding employees based on something well they did

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Could excluded overtime or efforts made outside of the standard hours

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Standard hours could give an employee peace of mind knowing they are getting paid for their time, not necessarily their performance alone

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Could be too much stress on employees to perform well; could lead to lower morale

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Motivates employees to perform the best they can

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Might shift benefits depending on external factors (depending on the company) : ex- more commission during summer cause that’s when people are buying pools etc.

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Make employees work harder and see a direct reward to what they put in

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May lead to favoritism or relationship problems

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increase productivity and defines performance goals clearly

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Could become more expensive for companies

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employees are rewarded when they go above and beyond, but still have the minimum amount to fall back on if they have an off day

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Put too much pressure on the employee and lower morale

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Motivate the employee and increase productivity

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This can be bad because if employees don’t sell enough product they will not be paid.