# data[].attributes.body
Stability and consistent schedule

# data[].attributes.body
Higher voluntary turnover rates, burnout employees

# data[].attributes.body
Efficient employes

# data[].attributes.body
employees may prioritize quantity over quality, lead to burnout

# data[].attributes.body
Makes employees more productive and efficient

# data[].attributes.body
This can create a toxic work environment because it can increases competition and bad relationships amongst one another

# data[].attributes.body
This can motivate employees to work harder than before and grow the firm

# data[].attributes.body
This can create a toxic work environment amongst employees because this can increase competition

# data[].attributes.body
Rewards can increase intrinsic motivation amongst employees

# data[].attributes.body
Burnout can become an issue amongst employees

# data[].attributes.body
Stable pay can increase intrinstic motivation amongst employees and maintain good quality of work

# data[].attributes.body
The focus on quantity can affect the quality of the work. Employees would only pay attention to getting the work over with

# data[].attributes.body
Places intrinsic motivation in employees

# data[].attributes.body
Unstable income which can lead to financial stress and other personal issues that may affect their work.

# data[].attributes.body
Motivates employees to make more sales and work even harder

# data[].attributes.body
Can demonstrate favoritism. Some employees may become discouraged and resentful because they feel they've done good work but didn't recieve a reward when other people did.

# data[].attributes.body
Rewards and encourages good employees. They may feel motivated because they feel that their hardwork is being seen.

# data[].attributes.body
May impair flexibility. Does not encourage efficiency.

# data[].attributes.body
More stable pay, might be less stressful to employees. Quality will be maintained.

# data[].attributes.body
By focusing more on quantity, the quality may suffer. Employees' goals will be to just get things done, but not to get them done well as that would take more time affecting how much they produce.

# data[].attributes.body
Encourages employees to be more productive and efficient so they can make more money

# data[].attributes.body
Can create unhealthy competition between employees

# data[].attributes.body
Motivates employees to work harder since they can earn more depending on the amount they bring in

# data[].attributes.body
Can decrease motivation and employee retention

# data[].attributes.body
Rewards employees for their behavior and help with job satisfaction and motivation

# data[].attributes.body
Employees can become unmotivated which can lead to productivity issues and burnout

# data[].attributes.body
Overall more fair and consistent for all the employees within the company

# data[].attributes.body
Can cause the employees more stress and impede on quality

# data[].attributes.body
Encourages employees to work and do more

# data[].attributes.body
Can discourage people from buying their offerings

# data[].attributes.body
Employees can control how much they make

# data[].attributes.body
Can create unhealthy competition

# data[].attributes.body
Increases in productivity by employees who are motivated by the incentives

# data[].attributes.body
Can decrease productivity lead to poor performance

# data[].attributes.body
Can increase productivity and efficiency

# data[].attributes.body
Puts pressure on the employees

# data[].attributes.body
Can make employees more motivated

# data[].attributes.body
If there is a slow period for the company employees might struggle

# data[].attributes.body
Employees are more likely to try to be nice to customers and sell more

# data[].attributes.body
Merit can be subjective and become unfair to peers

# data[].attributes.body
Employees feel motivated to do better work to get more recognition and pay

# data[].attributes.body
Employees are less likely to work more and stay within comfortable hours

# data[].attributes.body
Employees have a better work life predictability

# data[].attributes.body
Can cause employees to overwork themselves

# data[].attributes.body
Allows employees to know what they can do and what they are making

# data[].attributes.body
Unstable pay for those who are relying on commission (i.e sales), sometimes hard to make a living wage

# data[].attributes.body
Huge incentive for employees to sell/do more work since they are paid a percentage of what they complete

# data[].attributes.body
Hard to measure the work employees have done/finding a way to ensure that they are paid exactly what they deserve.

# data[].attributes.body
Employees receive the money they deserve based upon the goof work they complete

# data[].attributes.body
Could make employees act slower in hopes to spread one project out over more time

# data[].attributes.body
People will work more often, and receive the pay they desire

# data[].attributes.body
The caliber of the work may not be good, aka quantity over quality

# data[].attributes.body
Makes employees want to finish as much as possible

# data[].attributes.body
Employees could start to compete too much with each other

# data[].attributes.body
Employees are rewarded for good performance, which causes them to strive for this.

# data[].attributes.body
Employees have less flexibility which could cause a decrease in motivation.

# data[].attributes.body
Encourages workers to work as fast as they can and be efficient.

# data[].attributes.body
The work may be rushed which could cause quality issues like small mistakes.

# data[].attributes.body
Encourages workers to work productively because it affects how much they make

# data[].attributes.body
Gives employees incentive to sell more and they are able to make lots of money

# data[].attributes.body
Income is not predictable and can cause problems if workers do not know how to manage their money

# data[].attributes.body
Could either create competition between two employees in the same organization, or it could discourage an employee who is not currently as successful

# data[].attributes.body
Encourages employee to sell as much as possible and make profit for the organization

# data[].attributes.body
Could create potential competition between employees to an unhealthy extent

# data[].attributes.body
Rewards employees for hard work and motivates them to continue to succeed

# data[].attributes.body
Some employees may lose motivation or work a little bit slower some days

# data[].attributes.body
Gives a stable schedule for employees and doesn't stress them as much on the level of their output

# data[].attributes.body
Quality of product might not be as good because it could be rushed

# data[].attributes.body
Employees work faster and more efficiently

# data[].attributes.body
Unpredictable income and dependent on market conditions

# data[].attributes.body
Strongly incentives employees to maximize sales as it is directly tied to their income

# data[].attributes.body
May encourage an unhealthy culture of competition

# data[].attributes.body
Deemed more fair as employees who work harder get more rewards

# data[].attributes.body
Some employees may lose motivation if their extra work is not being accounted for in their salary

# data[].attributes.body
Gives employees stability as they have a predictable income, which can allow them to better manage their finances and experience less financial surprises

# data[].attributes.body
Quality becomes compromised as employees are pushed to produce more within a short time span

# data[].attributes.body
Employees work faster and more efficiently which leads to higher productivity.

# data[].attributes.body
Rewards good behavior and instills appreciation.

# data[].attributes.body
Higher levels of motivation since pay is tied to revenues or sales made.

# data[].attributes.body
Income unpredictability may increase feelings of financial instability.

# data[].attributes.body
Unconscious biases influence decisions to promote based on merit.

# data[].attributes.body
Boosts feelings of recognition. Rewarding high performers helps retain them.

# data[].attributes.body
Overtime pay is not incentivized, so tasks may go unfinished at the end of the day.

# data[].attributes.body
Increases perceived fairness in regards to pay.

# data[].attributes.body
Focusing on quantity can have negative outcomes on quality.

# data[].attributes.body
Enhances performance goals and efficiency.

# data[].attributes.body
Some employees may be underpaid for a lack of production even when a high amount of effort is put forth

# data[].attributes.body
Employees are paid for their success/ efforts put forth

# data[].attributes.body
Causes pay discrepancies which may cause tension in the workplace

# data[].attributes.body
Incentivizes employees to put forth their best work in exchange for compensation on par with their work

# data[].attributes.body
No incentives for employees to work overtime when needed - may cause rushed work or social loafing when workflow is light

# data[].attributes.body
Consistent schedule and paid hours standardizes the work day and limits output pressure / overtime on employees

# data[].attributes.body
Increases pressure on employees to get work done - may diminish quality of the product

# data[].attributes.body
Encourages employees to complete assigned work during working hours increasing productivity and efficiency

# data[].attributes.body
Less consistency, a lot more pressure on employees, less in your control , less security

# data[].attributes.body
Allows employees to go above and beyond and work as hard as possible to earn more money. More freedom with the amount of money you can make.

# data[].attributes.body
Creates tension amongst co-workers as their could be competition.

# data[].attributes.body
Employees receive more benefits and consistency with their salaries, encourages them to keep up their good work

# data[].attributes.body
Does not promote speed, causing employees quality to go down

# data[].attributes.body
More consistent and fair for employees which helps them to be more productive at a quicker pace