BMGT360 Spring 2026 - Individual Performance Incentives by Gregory Marr

2026-04-28 20:02:55 UTC

May encourage people to sell products under the amount the product is actually worth to boost sales

Sabdhi Khanal

2026-04-28 20:03:05 UTC

It can be good because the employees get motivated to create more products

Luke Dietz

2026-04-28 20:03:07 UTC

Piecework is good because it can help prioritize the creation of products

Vanessa White

2026-04-28 20:03:21 UTC

I think piecework is a great incentive when you have motivated, self starter employees who can get the job done without much management.

Bella Freed

2026-04-28 20:03:41 UTC

This is a way to promote overall performance, particularly with the ability to have higher earning potential.

2026-04-28 20:03:48 UTC

Promotes the worker efficiency by rewarding them for producing more.

2026-04-28 20:03:49 UTC

Will encourage people to take ownership in the sales they take a part in. Easy to track as the more they sell, the more commissions they earn.

Good

2026-04-28 20:03:53 UTC

It can act as a different form of motivation for employees

Harrison Deitz

harrisondeitz — 2026-04-28 20:03:55 UTC

This can be good as it can serve as a motivator for employees to maintain a steady pace of output

Shamal King

2026-04-28 20:03:57 UTC

It motivates workers to produce more work.

Colin Lansaw

2026-04-28 20:04:05 UTC

Can be seen as something good because it motivates the employee to make more widgets thus creating more output for the company

Sabdhi Khanal

2026-04-28 20:04:06 UTC

People might not get necessary base pay and employees can try their best and not get paid enough

2026-04-28 20:04:15 UTC

Sacrifices quality for quantity.

Shamal King

2026-04-28 20:04:20 UTC

It can lower the quality or possibly cause burnout.

Benjamin Zuckerman

2026-04-28 20:04:28 UTC

Piecework is good because it directly rewards productivity and motivates workers to produce more

Harrison Deitz

harrisondeitz — 2026-04-28 20:04:38 UTC

Pressures to produce products could lead to inconsistent quality.

Luke Dietz

2026-04-28 20:04:38 UTC

Other non-product oriented company objectives are not prioritized, which can hurt the company sometimes.

2026-04-28 20:04:41 UTC

Can encourage loafing

Bella Freed

2026-04-28 20:04:43 UTC

It can lead to a very intense work outcome which can create high stress and burn out. In some cases it could even encourage unsafe behavior.

Shamal King

2026-04-28 20:04:47 UTC

It can reward people for being efficient.

Lisset Vargas

lissetv7 — 2026-04-28 20:04:48 UTC

It directly rewards productivity, which motivates employees to work faster and produce more. It works best in jobs where output is easy to measure. This system can increase efficiency and overall performance.

Benjamin Zuckerman

2026-04-28 20:04:59 UTC

it’s bad because it can lead to lower quality and burnout as workers rush to maximize output

Ashley Gillies

2026-04-28 20:05:00 UTC

This option can sometimes prioritize time over quality which isn’t good for value overall

Lisset Vargas

lissetv7 — 2026-04-28 20:05:05 UTC

Can lead to a focus on quantity over quality, since workers are paid per unit. It may also create stress and burnout, especially in repetitive roles. This system is not ideal for jobs that require creativity or careful attention.

Luke Dietz

2026-04-28 20:05:09 UTC

Quantity of products created is usually increased

2026-04-28 20:05:14 UTC

Can allow for faster completion of work - possibly even more work done than previously expected

Colin Lansaw

2026-04-28 20:05:16 UTC

On the flip side of creating more output this might lead to rushed work and employees may cut corners just to produce more

2026-04-28 20:05:18 UTC

May encourage more competition between the employees (less willing to help out other employees)

Ashley Gillies

2026-04-28 20:05:19 UTC

Good motivation for efficiently and value

Sabdhi Khanal

2026-04-28 20:05:22 UTC

Employees can have free time after finishing work too early. It can result in cyberloafing.

Lisset Vargas

lissetv7 — 2026-04-28 20:05:28 UTC

Provides stable and predictable pay, which can make employees feel more secure. It encourages consistency and reduces pressure compared to performance-based pay. This works well for roles that require steady effort over time.

Luke Dietz

2026-04-28 20:05:39 UTC

Quality of products created or services provided decreases.

2026-04-28 20:05:40 UTC

May encourage more competition between the employees (want to put in more effort than other people at the company)

Lisset Vargas

lissetv7 — 2026-04-28 20:05:49 UTC

Does not strongly motivate employees to go above the minimum expectations. High performers may feel underappreciated since they are paid the same as others. This can lead to lower overall engagement.

Shamal King

2026-04-28 20:06:01 UTC

Workers might rush and make mistakes.

Bella Freed

2026-04-28 20:06:03 UTC

This encourage to maintain focus on quality, and rewards overall efficiency.

2026-04-28 20:06:09 UTC

Has a high earning potential for those who create a lot of products

2026-04-28 20:06:09 UTC

Workers will work as fast as possible

Benjamin Zuckerman

2026-04-28 20:06:11 UTC

It can be bad because they can limit flexibility and reduce motivation for higher performance

2026-04-28 20:06:18 UTC

Can cause burnout or low quality work

Ashley Gillies

2026-04-28 20:06:20 UTC

Employees are often unmotivated and can not be as efficient due to lack of motivation

Sarah Davis

2026-04-28 20:06:21 UTC

It motivates workers to work hard to impact their own pay rather than being effected by other employees

Lisset Vargas

lissetv7 — 2026-04-28 20:06:24 UTC

Rewards employees based on their performance, which encourages improvement and effort. It can boost motivation when employees feel recognized for their work. This system helps align individual performance with company goals.

Sabdhi Khanal

2026-04-28 20:06:25 UTC

Standard hours can be good because it compensates employees accordingly for efficient work.

Luke Dietz

2026-04-28 20:06:26 UTC

Incentivizes employees to work harder by paying them more for working harder.

Harrison Deitz

harrisondeitz — 2026-04-28 20:06:26 UTC

It pays people who work quicker without penalizing slower workers.

Colin Lansaw

2026-04-28 20:06:34 UTC

Allows for a predictable source of income and it is the least amount of stress on the employee

Benjamin Zuckerman

2026-04-28 20:06:35 UTC

Standard hours are good because they create predictable schedules and stability.

2026-04-28 20:06:35 UTC

Quality might be compromised when employees try to do work fast

Shamal King

2026-04-28 20:06:35 UTC

It rewards employees based on their performance, so they are likely to work harder.

Annyee Foo

2026-04-28 20:06:42 UTC

Good for a way to motivate people to do more

Lisset Vargas

lissetv7 — 2026-04-28 20:06:43 UTC

Can feel unfair if evaluations are subjective or biased. Employees may compete with each other rather than collaborate. It can also be difficult to measure performance accurately in some roles.

Bella Freed

2026-04-28 20:06:49 UTC

Difficult to set a fair standard

Ashley Gillies

2026-04-28 20:06:51 UTC

Employees can become competitive which makes them more efficient and work harder

Sarah Davis

2026-04-28 20:06:56 UTC

If someone is out on maternity or sick leave, there's less of a base pay and they may not be able to make ends meet.

2026-04-28 20:07:01 UTC

Can motivate employees to do more tasks in a shorter amount of time

Colin Lansaw

2026-04-28 20:07:04 UTC

People get paid the same regardless of how hard they work so they won't be as motivated

Lisset Vargas

lissetv7 — 2026-04-28 20:07:05 UTC

Strongly motivates employees to achieve results, especially in sales roles. It offers high earning potential for top performers. This system directly connects effort with reward.

Annyee Foo

2026-04-28 20:07:07 UTC

motivates people to do more but can lead to less care with each piece

Harrison Deitz

harrisondeitz — 2026-04-28 20:07:13 UTC

Requires closer attention than other methods to accurately pay employees

Bella Freed

2026-04-28 20:07:22 UTC

It rewards strong performance

Shamal King

2026-04-28 20:07:23 UTC

It might feel u fair to people and discourage them if the performance review wasn’t good.

Lisset Vargas

lissetv7 — 2026-04-28 20:07:27 UTC

It can create income instability, especially when sales are inconsistent. Employees may focus too much on closing deals rather than building long-term relationships. It can also increase pressure and stress.

2026-04-28 20:07:32 UTC

Reward of higher quality work and encourages employees to work better, establish connections, and motivate them

Benjamin Zuckerman

2026-04-28 20:07:35 UTC

It can be bad because it can create pressure, short-term thinking, and income instability

Sabdhi Khanal

2026-04-28 20:07:39 UTC

It’s good because it encourages employees to work harder and motivates them with rewards.

2026-04-28 20:07:45 UTC

May lead to a lack of focus on the quality (just focusing on getting the work done)

Annyee Foo

2026-04-28 20:07:45 UTC

sets up a structure for employees and maintains routine

Ashley Gillies

2026-04-28 20:07:46 UTC

Sometimes competition can get to be too much and employees could stop collaborating as they stay focused on being the best one instead of being more productive

Bella Freed

2026-04-28 20:07:53 UTC

It can be subject to bias and favoritism

2026-04-28 20:07:55 UTC

Adds an expectation which can cause disappointment if expectations are not reasonably met

Sarah Davis

2026-04-28 20:07:59 UTC

Workers won't work super fast, reducing quality, just to make money like piecework which could improve the quality of the products

Luke Dietz

2026-04-28 20:08:00 UTC

Creates less of a collaborative environment because of employees all vying for higher pay

Shamal King

2026-04-28 20:08:01 UTC

You have the potential to earn a lot of money, and motivates people to make sales.

Benjamin Zuckerman

2026-04-28 20:08:02 UTC

Commission is good because it strongly motivates sales and directly ties pay to results

2026-04-28 20:08:03 UTC

Allows people to work more efficiently

Colin Lansaw

2026-04-28 20:08:06 UTC

Employees will be more motivated to perform well

Annyee Foo

2026-04-28 20:08:13 UTC

If there’s not other motivations, work completed could be limited

2026-04-28 20:08:16 UTC

May result in decreased quality when employees try to work faster

Bella Freed

2026-04-28 20:08:17 UTC

To work hard and sell products.

Sabdhi Khanal

2026-04-28 20:08:22 UTC

It could make employees feel like they’re paid unfairly amongst each other

Ashley Gillies

2026-04-28 20:08:27 UTC

Employees will take responsibility for their work. Flexible hours which can motivate employees to be more productive with their time

Sarah Davis

2026-04-28 20:08:30 UTC

Pays the same for workers who are inefficient as lazy and workers who genuinely work hard

Bella Freed

2026-04-28 20:08:36 UTC

This is not applicable to many types of jobs.

Colin Lansaw

2026-04-28 20:08:37 UTC

If the evaluation system is not good then some employees may be getting more or less than what they actually deserve

Harrison Deitz

harrisondeitz — 2026-04-28 20:08:37 UTC

Focuses on job quality more than other methods

Benjamin Zuckerman

2026-04-28 20:08:38 UTC

it can be bad because it can feel subjective and create tension among coworkers

Annyee Foo

2026-04-28 20:08:38 UTC

encourages more work in comparison to peers.

2026-04-28 20:08:43 UTC

Might encourage competition between employees, so could result in more quality and efficiency

Shamal King

2026-04-28 20:08:46 UTC

Employee’s income can be unstable and they might be stressed out.

Annyee Foo

2026-04-28 20:09:00 UTC

could create unnecessary tension between peers because of competition

Ashley Gillies

2026-04-28 20:09:01 UTC

Sometimes can be less productive as pay can depend on the market which isn’t always the employees fault.

2026-04-28 20:09:02 UTC

Motivates employees to do high quality work for customers to secure commission bonuses

Sabdhi Khanal

2026-04-28 20:09:03 UTC

Gives employee the reward they deserve by compensating them leading to higher motivation

Sarah Davis

2026-04-28 20:09:04 UTC

May encourage unhealthy competition between employees and reduce collaboration and them helping each other succeed

2026-04-28 20:09:06 UTC

May result in less communication between employees (because of competition)

Benjamin Zuckerman

2026-04-28 20:09:19 UTC

Merit pay is good because it rewards performance and encourages employees to work harder

Annyee Foo

2026-04-28 20:09:23 UTC

give employees a personal stake and control over their pay

Sarah Davis

2026-04-28 20:09:28 UTC

Encourages workers to improve and learn in order to be paid more

2026-04-28 20:09:29 UTC

Employees will work harder in order to complete their job quicker to have more free time. Employees may use this time for cyberloafing or socializing, which makes employees enjoy working.

Luke Dietz

2026-04-28 20:09:30 UTC

Incentivizes employees to sell more products due to them getting a percent of the profit

Annyee Foo

2026-04-28 20:09:48 UTC

not the most consistent, and many factors that could create unequal access

Harrison Deitz

harrisondeitz — 2026-04-28 20:09:55 UTC

Since the supervisor is likely the person deciding on this, their biases can lead to people being under or overpaid.

Sarah Davis

2026-04-28 20:10:03 UTC

Motivates people to care about what they're selling and the way they treat customers

John Holmes

jh1319 — 2026-04-28 20:10:07 UTC

Piecework can increase productivity and encourages employees to work more efficiently

Sabdhi Khanal

2026-04-28 20:10:08 UTC

When sales are inconsistent and the job gets hard, it can lower motivation and it may affect base pay

Colin Lansaw

2026-04-28 20:10:11 UTC

Rewards the employees that sell more. If you are good at sales then you will be in a good spot

Sarah Davis

2026-04-28 20:10:24 UTC

Really hurts workers during poor economic times

Max Palmer

2026-04-28 20:10:25 UTC

Piecework directly motivates productivity out of workers while also rewarding hard work and results.

Luke Dietz

2026-04-28 20:10:45 UTC

This can lead to employees doing unethical things to sell products to prospective customers, decreasing customer satisfaction.

Colin Lansaw

2026-04-28 20:11:02 UTC

Can create pressure on the employee and it can lead to an inconsistent stream of income

2026-04-28 20:11:03 UTC

It may lead to people gaming the system in order to secure commission bonuses

Max Palmer

2026-04-28 20:11:11 UTC

It can cause stress or burnout from employees while also decreasing quality of output in certain situations.

2026-04-28 20:11:41 UTC

Allows people to be more motivated as there is a direct reward for performance

Max Palmer

2026-04-28 20:11:48 UTC

Quantity of work produced and efficiency is rewarded and leads to more results.

Max Palmer

2026-04-28 20:12:19 UTC

Quality of work can significantly decrease as workers are solely concentrated on getting as much work done as fast as possible.

John Holmes

jh1319 — 2026-04-28 20:12:24 UTC

piecework can encourage employees to sacrifice quality in order to get more quantity

Harrison Deitz

harrisondeitz — 2026-04-28 20:12:29 UTC

Accounts for effort better than other methods, and the employee has more control over their earnings.

2026-04-28 20:12:46 UTC

There is very little income stability for employees, they can not rely on a set amount

2026-04-28 20:12:59 UTC

May not focus on the quality as the main focus is getting the task done (produce x number of units)

Harrison Deitz

harrisondeitz — 2026-04-28 20:13:09 UTC

Hard for introverts to excel with commission when it relies on them being able to tap into salesman skills in many cases

2026-04-28 20:13:22 UTC

Makes people work more efficiently as they have a target or an incentive to do more or work harder

Kora Ouattara

2026-04-28 20:13:29 UTC

With piecework, employees are motivated by their own productivity, as it directly influences their pay.

Max Palmer

2026-04-28 20:13:44 UTC

Merit Pay rewards employees who are high performers while also promoting competition which gives the lower performers a baseline to aim for.

John Holmes

jh1319 — 2026-04-28 20:14:15 UTC

standard hours provide a more stable work environment, encouraging employees to stay focused and reduce stress

Max Palmer

2026-04-28 20:14:21 UTC

More competition between employees may also lead to toxicity in the workplace and workers not communicating or collaborating with one another.

2026-04-28 20:14:33 UTC

Employees may work quickly and do substandard work in order to have more free time.

John Holmes

jh1319 — 2026-04-28 20:14:59 UTC

Standard hours does not encourage faster work in any way and employees can get away with social loafing or not being engaged in their job

Kora Ouattara

2026-04-28 20:14:59 UTC

This system can encourage people to think "quantity over quality," as employees are only graded on the quantity produced rather than the item's quality/useability.

Max Palmer

2026-04-28 20:15:25 UTC

Provides an opportunity for high achievers to make a lot of money with high earning potential. Allows employees to see money as a direct motivator to doing good work.

Max Palmer

2026-04-28 20:16:11 UTC

Income for individuals becomes inconsistent and unpredictable which can lead to disgruntled employees. Burnout and stress can also lead to poor performances.

John Holmes

jh1319 — 2026-04-28 20:16:21 UTC

Merit pay can encourage employees to me more productive in their work since their pay is tied to their performance

Kora Ouattara

2026-04-28 20:16:49 UTC

Allows for an employee's work-life balance. Allows for consistency for both the employee and the business when scheduling and paying later on.

John Holmes

jh1319 — 2026-04-28 20:17:23 UTC

Since there is only so much money to go around, employees can become competitive and create an uncollaborative work environment.

2026-04-28 20:18:05 UTC

Encourages more risk-taking and competition. Companies who take more risk are generally more successful.

Kora Ouattara

2026-04-28 20:18:09 UTC

No major incentives to work harder. Employers do not want to pay employees overtime (due to increased rate) and employees do not have built-in benefits to work harder than needed.

Kora Ouattara

2026-04-28 20:18:52 UTC

Encourages employees to do well and acquire new skills as knowledge is connected to payment.

John Holmes

jh1319 — 2026-04-28 20:19:13 UTC

Strongly motivates sales teams with very high potential earnings

John Holmes

jh1319 — 2026-04-28 20:20:04 UTC

Can create issues within teams if there was collaboration on sales and can create unhealthy competition in the workplace

Kora Ouattara

2026-04-28 20:20:43 UTC

May encourage unhealthy competition between employees as each employee's merit is being judged against all other employees. May discourage the sharing of knowledge between staff to prevent others from having "more merit" than themselves.

2026-04-28 20:21:30 UTC

May lead to employees participating in illegal activities or behavior that negatively impacts the organization.

Kora Ouattara

2026-04-28 20:22:15 UTC

Pay is based on how much the employee is willing to work. If wanting to work more, employee can choose to take on more projects and earn higher profits.

Kora Ouattara

2026-04-28 20:23:44 UTC

Highly inconsistent. Relying on this system does not generate a steady income of money as profitability partly relies on the ability to find projects, which is not always guaranteed.

lilshahal — 2026-04-28 20:25:51 UTC

Motivates workers to be consistent in producing high-quality products efficiently.

2026-04-28 20:26:10 UTC

Motivates employees to work harder because their pay is directly tied to their performance.

lilshahal — 2026-04-28 20:26:37 UTC

Can sacrifice quality for quantity as people will get paid more for the more output they produce.

2026-04-28 20:26:48 UTC

May cause pressure which can impact an employees performance and cause them to only think in the short term.

lilshahal — 2026-04-28 20:26:57 UTC

Increases efficiency and output

lilshahal — 2026-04-28 20:27:17 UTC

May lead to burnout or internal competition among employees.

lilshahal — 2026-04-28 20:27:40 UTC

Recognizes employees for good performance.

lilshahal — 2026-04-28 20:28:01 UTC

May experience pushback from employees if they feel their merit pay isn't enough or justified.

lilshahal — 2026-04-28 20:28:36 UTC

Motivator for achieving high quality results, especially when working in customer service jobs

lilshahal — 2026-04-28 20:29:14 UTC

Subjectivity of earning commissions may cause financial anxiety for those who rely on commissions.

Ephraim Tian

2026-04-28 20:38:23 UTC

It's good if you want something done on repeat like production.

Ephraim Tian

2026-04-28 20:38:56 UTC

Bad if it's like a singular task.

Ephraim Tian

2026-04-28 20:39:26 UTC

Good for motivating employees to get work done.

Ephraim Tian

2026-04-28 20:39:53 UTC

Bad for getting employees to stay in the office and be present for their actual scheduled hours.

Ephraim Tian

2026-04-28 20:40:26 UTC

Those who do more work get paid what they deserve.

Ephraim Tian

2026-04-28 20:41:07 UTC

May cause pressure for workers.

Ephraim Tian

2026-04-28 20:41:39 UTC

If the company does well so does the employee.

Ephraim Tian

2026-04-28 20:41:52 UTC

If the company does poorly then you get paid less.

Haleema Dasti

haleema12 — 2026-04-28 20:42:12 UTC

Can increase productivity because workers are directly rewarded for producing more

Haleema Dasti

haleema12 — 2026-04-28 20:42:44 UTC

Can be bad because it could lower quality and increase stress since workers may rush

haleema12 — 2026-04-28 20:43:38 UTC

Good for providing predictable pay and stability, and they can maintain work life balance

Haleema Dasti

haleema12 — 2026-04-28 20:44:04 UTC

Can be bad because it can reduce motivation and productivity

Haleema Dasti

haleema12 — 2026-04-28 20:44:47 UTC

Good for motivating employees to perform better by rewarding them

2026-04-28 20:58:30 UTC

It can be good because a worker’s performance is directly related to their pay, which theoretically would make them increase performance (make more widgets).

2026-04-28 20:59:20 UTC

Could be bad because it could push employees to overwork themselves in order to make more money, eventually causing burnout.

2026-04-28 21:00:15 UTC

Could be beneficial because it rewards efficiency and gives employees the opportunity to prove their work productivity.

2026-04-28 21:01:04 UTC

Has the potential to be bad because of the pressure to work more quickly. This could sacrifice quality of work.

2026-04-28 21:04:52 UTC

Highly correlated to individual performance which is a good way to reward those who are most deserving of it based on work produced.

2026-04-28 21:05:51 UTC

Can create divisions within an organization because even if a person deserves the merit pay, other may perceive inequity.

2026-04-28 21:06:30 UTC

Good for those who are very self sufficient and like the idea of being able to make a lot of money through closing deals.

2026-04-28 21:07:13 UTC

It inherently is very variable and dependent on several different external and internal factors. Therefore, this would not be ideal for those who seek predictability.

Brahmin Brown

bbrown36_1 — 2026-04-28 21:11:45 UTC

Piecework helps to create more products

Brahmin Brown

bbrown36_1 — 2026-04-28 21:12:10 UTC

Piecework is good because more products are produced

Brahmin Brown

bbrown36_1 — 2026-04-28 21:12:47 UTC

Piecework is bad because products are pushed out as fast as possible without as much regard for quality

Brahmin Brown

bbrown36_1 — 2026-04-28 21:14:17 UTC

Rewards efficiency and knowledge/skills

Brahmin Brown

bbrown36_1 — 2026-04-28 21:15:12 UTC

Employees may do nothing to pass the remaining time, having other employees follow suit- creating a lazy work culture

Brahmin Brown

bbrown36_1 — 2026-04-28 21:16:56 UTC

Encourages competition- employees putting in more effort

Brahmin Brown

bbrown36_1 — 2026-04-28 21:17:44 UTC

Encourages competition- employees less likely to help other employees since they want more money

Brahmin Brown

bbrown36_1 — 2026-04-28 21:18:44 UTC

Encourages ownership in sales, rewarding the top performers constantly.

Brahmin Brown

bbrown36_1 — 2026-04-28 21:19:50 UTC

Instable pay may occur, which may cause stress to employees

Jack Hartman

jhartma4_1 — 2026-04-28 22:00:09 UTC

Encourages good production

Jack Hartman

jhartma4_1 — 2026-04-28 22:00:40 UTC

workers may try too hard to make a lot of goods, reducing the overall quality.

Jack Hartman

jhartma4_1 — 2026-04-28 22:01:04 UTC

Helps reward consistency of work for employees.

Jack Hartman

jhartma4_1 — 2026-04-28 22:01:53 UTC

No real extra reward if employees work harder or go above and beyond.

Jack Hartman

jhartma4_1 — 2026-04-28 22:02:03 UTC

rewards high performers

Jack Hartman

jhartma4_1 — 2026-04-28 22:02:21 UTC

if evaluations are unclear, pay may feel biased to employees

Jack Hartman

jhartma4_1 — 2026-04-28 22:02:37 UTC

encourages employees to boost sales for the company or products sold.

Jack Hartman

jhartma4_1 — 2026-04-28 22:03:06 UTC

income can be inconsistent during slower periods.

kevin monge

2026-04-28 22:05:55 UTC

it encourages more production of items

kevin monge

2026-04-28 22:06:51 UTC

the quality of the items will be lower in order for the employee to reach his own goals

kevin monge

2026-04-28 22:08:10 UTC

it gives an employee a reasonable amount to expect out of their pay check

kevin monge

2026-04-28 22:08:40 UTC

people may lose motivation, clock in and clock out.

kevin monge

2026-04-28 22:09:13 UTC

it is good in the way that people will be willing to compete.

kevin monge

2026-04-28 22:09:43 UTC

people might feel as if it is not fair.

kevin monge

2026-04-28 22:10:38 UTC

people will be motivated to give excellent customer service, and pushing out products

Simone Resmini

sresmini — 2026-04-28 22:10:39 UTC

It can be an incentive for workers to be more productive

Ben Smith

bens9804 — 2026-04-28 22:10:50 UTC

Piecework can be good because it can increase the number of units produced.

Charlotte Mattison

charlottemattison17 — 2026-04-28 22:10:52 UTC

Can motivate people to produce more and find more efficient means of working

Fjona Xhema

2026-04-28 22:10:55 UTC

I think it gives great motivation to put more progress in projects

kevin monge

2026-04-28 22:11:09 UTC

if people are not extraverted it may hinder how much commission they can make

Piecework focuses on quantity over quality

charlottemattison17 — 2026-04-28 22:11:19 UTC

Simone Resmini

sresmini — 2026-04-28 22:11:36 UTC

Might lead to employees giving less attention to the accuracy of the final product in order to produce more

Fjona Xhema

2026-04-28 22:11:42 UTC

This will definitely change quality in a negative way

2026-04-28 22:11:46 UTC

Yes, I think it is good because it motivates employees to work harder.

Joshua Wang

2026-04-28 22:11:47 UTC

It is a good incentive for workers to produce as much as possible

Ben Smith

bens9804 — 2026-04-28 22:11:48 UTC

Piecework can be bad because employees may not care for the quality of the product they produce and only the number, potentially reducing product quality.

Kurt Reyes

2026-04-28 22:12:03 UTC

there is a lot of communication and transparency between effort as well as reward

Ethan Schwartz

2026-04-28 22:12:11 UTC

Depends on the job. If its a physical product that is packaged, created, or sold frequently, this compensation is tied to the organizations revenue.

Fjona Xhema

2026-04-28 22:12:23 UTC

It rewards employees of the efficiency they have achieved

charlottemattison17 — 2026-04-28 22:12:23 UTC

Allows people to work at their own pace and incentivizes working effectively

Joshua Wang

2026-04-28 22:12:24 UTC

Employees can feel underpaid but still putting their best effort into whatever they are trying to produce

Lakyla

2026-04-28 22:12:32 UTC

Piecework can align directly with better productivity which is a good thing.

Ben Smith

bens9804 — 2026-04-28 22:12:41 UTC

Standard hours can result in loafing around if the job is completed before a scheduled shift is over

Kurt Reyes

2026-04-28 22:12:49 UTC

Rushing workers may Lower the quality of work

Lakyla

2026-04-28 22:12:58 UTC

It can be bad because people may focus on quantity instead of quality.

Fjona Xhema

2026-04-28 22:13:00 UTC

Because everything feels rushed people can make mistakes and not completely focus 100% well on it

Ben Smith

bens9804 — 2026-04-28 22:13:08 UTC

Makes pay standard and predictable for employees

Kurt Reyes

2026-04-28 22:13:12 UTC

The employee is very efficient and costs remain stable

Joshua Wang

2026-04-28 22:13:13 UTC

Employees would want to work efficiently and effectively by doing their work as quickly as possible

Ethan Schwartz

2026-04-28 22:13:22 UTC

Does not work for jobs that have unexpected timelines or frequency of work is low. Unexpected, non-stable payouts. Incentives don't work because you cannot speed up rate of work.

Fjona Xhema

2026-04-28 22:13:25 UTC

Competition can rise

Kurt Reyes

2026-04-28 22:13:35 UTC

The employee cuts corners on work

Nolan Spring

2026-04-28 22:13:36 UTC

Piecework ca be good to promote productivity because pay reflects the amount the worker produces.

charlottemattison17 — 2026-04-28 22:13:36 UTC

Can discourage quality work and rush workers.

Lakyla

2026-04-28 22:13:46 UTC

Standard hours can allow employees to focus on efficiency.

Simone Resmini

sresmini — 2026-04-28 22:13:50 UTC

It rewards employees that are efficient

Ben Smith

bens9804 — 2026-04-28 22:13:50 UTC

Can be good because there will be greater attention to detail when completing a job, potentially increasing quality.

Allen Liu

aliu1219 — 2026-04-28 22:14:01 UTC

It can increase productivity, but it can also encourage rushing, lower quality, stress, and unfairness when workers do not control how many units they can produce.

Fjona Xhema

2026-04-28 22:14:03 UTC

Employees can feel Unsatisfied or feel unfairness

Joshua Wang

2026-04-28 22:14:04 UTC

Employees may not want to over perform or try their best but just do the minimum in a certain amount of time

Simone Resmini

sresmini — 2026-04-28 22:14:17 UTC

Standard time can be difficult to be set in a correct way

Kurt Reyes

2026-04-28 22:14:18 UTC

Builds loyalty with the employee in conjunction with how much work they complete and pay given

Ben Smith

bens9804 — 2026-04-28 22:14:31 UTC

Can be bad because the metrics for evaluation can be seen as subjective by some employees, creating a sense of unfairness.

charlottemattison17 — 2026-04-28 22:14:36 UTC

Encourages employees working harder and beyond the call of duty

Fjona Xhema

2026-04-28 22:14:39 UTC

This gives high motivation for the extra effort you put to achieve great benefits

Allen Liu

aliu1219 — 2026-04-28 22:14:42 UTC

It rewards efficiency because employees can benefit from finishing work faster, while still having a clear expected standard.

Kurt Reyes

2026-04-28 22:14:45 UTC

High fixed costs for giving everybody a pay raise if asked

Joshua Wang

2026-04-28 22:15:03 UTC

Since performance is on the line, it incentivizes the employees to out perform their coworkers and make the company competitive

Fjona Xhema

2026-04-28 22:15:09 UTC

This can make employees very draining but still will try to achieve the desired results

Allen Liu

aliu1219 — 2026-04-28 22:15:11 UTC

In general, rewarding people based on performance is fair and motivating, especially when performance standards are clear and evaluations are accurate.

Simone Resmini

sresmini — 2026-04-28 22:15:12 UTC

Can stimulate employees' improvement over a medium-long period

Kurt Reyes

2026-04-28 22:15:13 UTC

High motivation and the costs for commission based salaries line up with cost alignments

Merit may not always be recognized accurately

charlottemattison17 — 2026-04-28 22:15:41 UTC

Simone Resmini

sresmini — 2026-04-28 22:15:43 UTC

Rating can be affected by biases and stereotypes and not be objective

Ben Smith

bens9804 — 2026-04-28 22:15:48 UTC

Results oriented method of pay that encourages employees to make more sales.

Joshua Wang

2026-04-28 22:15:49 UTC

It deincentivizes cooperation and collaboration with each other at the work place

Ethan Schwartz

2026-04-28 22:15:54 UTC

Good for rewarding individuals with jobs that salary works well for the organization. Extra compensation or time to "reset" get ready for the next piece of work can come as a benefit and motivate workers to work hard while having the option to still get paid what they are expecting if they decide to finish the job at a typical rate.

Kurt Reyes

2026-04-28 22:15:57 UTC

Unpredictable omissions for employees and employees may focus on closing deals and jobs rather than the quality of work

Allen Liu

aliu1219 — 2026-04-28 22:15:59 UTC

It is effective for sales positions because it rewards employees for generating revenue. However, it should be balanced with ethical standards, customer satisfaction, and possibly a base salary.

Ben Smith

bens9804 — 2026-04-28 22:16:12 UTC

Can encourage employees to upsell products too much to get a larger cut of the money.

Ethan Schwartz

2026-04-28 22:16:16 UTC

Efficient does not mean effective. Fast work can bring mistakes.

Simone Resmini

sresmini — 2026-04-28 22:16:18 UTC

Push employees to perform and achieve higher level of individual sales

Simone Resmini

sresmini — 2026-04-28 22:16:42 UTC

Can push towards unethical or opportunistic behaviours

Joshua Wang

2026-04-28 22:16:44 UTC

It makes employees want to perform well because they are commissioned for it

Joshua Wang

2026-04-28 22:17:24 UTC

It makes employees want to just put as much things out there that is worse

It is good because it helps more products get created

2026-04-29 00:07:51 UTC

It would definitely lower the quality and cause burnout

2026-04-29 00:08:17 UTC

Workers will work as fast as possible so they have more free time.

2026-04-29 00:08:48 UTC

The quality would decrease, the employees would just want to get the work done

2026-04-29 00:09:32 UTC

Makes employees work harder by paying them more

2026-04-29 00:09:49 UTC

Ethan Schwartz

2026-04-29 03:36:32 UTC

Merit pay is sufficient as an incentive for a company that is looking to nurture and grow with their employees. High performers will outrank the rest of the workforce within the company, thus earning more year over year and will earn the company more money. The rest of the workforce either stays stagnant in pay. Organizations can allow mid workers to stay in their positions and can make proper decisions about the low performers(firing or training).

Ethan Schwartz

2026-04-29 03:44:20 UTC

Performance criteria has to be effective in that it ties the organizations goals to the workers goals and is in the scope of possibility. Setting criteria too strict that it makes it almost impossible to reach proper or above performance standards can deter an employee from reaching said goal because it may be literally impossible to get a pay raise, thus decreasing motivation and productivity. Workers may also cut corners and disregard certain policy to meet certain metrics. Some workers also may favor other incentives, and its why the mixed scorecard exists.

Ethan Schwartz

2026-04-29 03:52:20 UTC

Commission is great for people with high extrinsic motivation. It incentivizes them to carry out as many tasks or deals as they possibly can to get paid more from each task or deal or whatever they are making commission off of(which is almost always from revenue generated). This incentive structure is in alignment with both the workers and the organizations goals, thus when the company gets paid the worker gets paid.

Ethan Schwartz

2026-04-29 03:53:42 UTC

Commissions can be negative for people with less extrinsic motivation. The money earned from carrying out a task or generating revenue may not be a proper incentive structure for them. They may value other forms of incentives.

2026-04-29 04:58:15 UTC

I think piecework can be a good thing in the workplace cause it serves as motivation as workers will be able to earn more, the more they produce.

2026-04-29 04:59:16 UTC

It can be bad because in turn to the idea of making more when doing more, work may be rushed and people make focus on quantity over quality.

2026-04-29 04:59:49 UTC

These are good because they provide a stable schedule and income.

2026-04-29 05:00:51 UTC

Where standard hours can be bad is when workers finish things early and are left doing nothing. This results in getting paid for time that they aren't using efficiently or when they may not actually be working hard.

2026-04-29 05:01:21 UTC

Merit pay can be a great thing because it serves as motivation, rewarding employees for hard work.

2026-04-29 05:02:09 UTC

It sometimes can be bad in the workplace if it feels that someone was rewarded with benefits based off of unfair favoritism.

2026-04-29 05:02:41 UTC

Commission is good because it is essential pay based off the work that the employee puts in.

2026-04-29 05:03:15 UTC

Commission can be bad because income is sometimes a bit more unstable. Being dependent on sales is harder to control then a steady salary.

Charlotte Meyers

cmeyers8_1 — 2026-04-29 18:53:28 UTC

Encourages employees to attain high performance levels for a greater potential income.

Charlotte Meyers

cmeyers8_1 — 2026-04-29 18:54:24 UTC

During economic downturns, employees income can be unstable.

Katherine Busse

2026-04-29 19:36:23 UTC

encourages productivity and efficient outputs

Katherine Busse

2026-04-29 19:36:51 UTC

work can become rushed or quality can become overlooked

Katherine Busse

2026-04-29 19:37:43 UTC

like peicework, can increase productivity and efficiency

Katherine Busse

2026-04-29 19:38:06 UTC

similar to piecework again, quality may decline as workers prioritize speed for more money

Katherine Busse

2026-04-29 19:38:46 UTC

Can lead to a competitive environment between employees

Katherine Busse

2026-04-29 19:39:17 UTC

can motivate employees! more/better work = more/better pay

Katherine Busse

2026-04-29 19:41:15 UTC

since it is based of individual sales, employees may be more focused on their own sales rather than the company’s interests as a whole

Katherine Busse

2026-04-29 19:41:51 UTC

encourages employees to make sales and also they are more motivated because they feel like they have a personal stake in each one

Emelin Cruz

2026-04-29 23:35:59 UTC

Doesn't really help employees to get their work done or motivate them to go above and beyond

Carlos Escobar

cescob — 2026-04-30 20:10:17 UTC

Rewards employees for producing more. It can increase productivity because workers know they will earn more when they complete more units or tasks.

Carlos Escobar

cescob — 2026-04-30 20:14:29 UTC

Employees may focus more on speed than quality. It can also lead to stress or unsafe behavior if workers feel pressured to produce as much as possible.

Carlos Escobar

cescob — 2026-04-30 20:15:11 UTC

Can be good because employees are rewarded for finishing work efficiently. If they complete the job faster than the expected time, they still get paid for the standard amount of time.

Carlos Escobar

cescob — 2026-04-30 20:15:31 UTC

Employees may rush through their work just to finish early. This could lower quality or cause mistakes if speed becomes more important than doing the job carefully.

Carlos Escobar

cescob — 2026-04-30 20:16:03 UTC

It rewards employees based on their performance. It can motivate workers to improve, work harder, and feel recognized for doing a good job.

Carlos Escobar

cescob — 2026-04-30 20:16:35 UTC

May feel unfair if performance evaluations are biased or unclear. Employees might also become competitive instead of collaborative if they feel they are being compared too much.

Carlos Escobar

cescob — 2026-04-30 20:17:23 UTC

Good because it motivates employees to sell more and directly connects pay to results. It works especially well for people who are competitive, outgoing, and motivated by financial rewards.

Carlos Escobar

cescob — 2026-04-30 20:18:53 UTC

May become unstable, especially if sales are slow. It can also pressure employees to focus too much on making sales instead of helping customers honestly.

Shaun Bieber

2026-05-02 19:54:53 UTC

Piecework can be a good thing as employees will become more motivated to create more products, and produce more for an organization.

Shaun Bieber

2026-05-02 19:58:08 UTC

An example would be an employee working hard on a specific product, but only getting paid for one product since they worked on it for a long time. Compared to making 3 or 4 mediocre products

Shaun Bieber

2026-05-02 20:02:10 UTC

Standard hours can be benefical as more quanity of products are produced. Which in terms can also increase overall efficiency.

Shaun Bieber

2026-05-02 21:32:29 UTC

Since employees are encouraged to work fast, employees may rush and speed through their work in hopes of higher compensation, or to be deemed more favorable in terms of efficiency.

Shaun Bieber

2026-05-02 21:37:26 UTC

Merit pay can encourage competition due to the distribution of pay %. This can cause hostile work environments between employees, and also between employees and managers.

Shaun Bieber

2026-05-02 21:39:16 UTC

Merit Pay encourages employees to work harder to reach exceptional expectations. Even though it is a smaller percentage, it allows fair opportunities for everyone to become the highest performer.

Shaun Bieber

2026-05-02 21:43:33 UTC

Commission is a direct incentize form of pay to motivate employees to work harder. This is true if an employee works solely off of commission, or if it is a added bonus on top of base pay.

Shaun Bieber

2026-05-02 21:48:52 UTC

Commission can be negative since pay can be totally dependent on time of year (season) or consumer preferences, rather than employee performance, and what they bring to the organization overall.

sydney st. jacques

spstjac — 2026-05-03 21:23:58 UTC

piecework compensation will help meet company quotas and will motivate employees

Sydney St. Jacques

spstjac — 2026-05-03 21:24:47 UTC

piecework could be bad because the quality of the work may be less because employees are more focused on quantity rather than quality.

sydney st. jacques

spstjac — 2026-05-03 21:26:49 UTC

this is a reliable way of pay, employees are getting paid no matter the quantity of work produced

sydney st. jacques

spstjac — 2026-05-03 21:27:50 UTC

quantity or quality of products may not be as good or consistent among employees

sydney st. jacques

spstjac — 2026-05-03 21:28:30 UTC

may motivate employees to work harder and give effort to produce good quality products/ service

sydney st.jacques

spstjac — 2026-05-03 21:29:12 UTC

merit pay can be bad because there is increased tension between employees.

sydney st.jacques

spstjac — 2026-05-03 21:30:42 UTC

encourages workers to work hard. The employees ultimately decide how much they make based on the effort they put in

sydney st. jacques

spstjac — 2026-05-03 21:31:34 UTC

commission based pay is not relevant for a lot of jobs. It also is an unreliable way of getting paid.

Madison Trice

2026-05-04 14:36:17 UTC

This pay system can be good because it motivates employees to work efficiently, creating more products for more money

Madison Trice

2026-05-04 14:36:52 UTC

Employees may feel like they’re always competing for compensation and could rush through a job, just to make money

Madison Trice

2026-05-04 14:38:44 UTC

Workers are paid fairly for the agreed set of hours worked in a week

Madison Trice

2026-05-04 14:39:13 UTC

Employees may not be motivated to do more work that what is explicitly expected from them

Madison Trice

2026-05-04 14:40:45 UTC

Employees may be challenged to work harder to earn more pay

Madison Trice

2026-05-04 14:41:12 UTC

Sometimes increased competition can decrease productivity and motivation

Madison Trice

2026-05-04 14:41:54 UTC

Rewards top performers with pay that compensates the effort they’ve put in

Madison Trice

2026-05-04 14:42:17 UTC

Increased competition in the work place and can create animosity among employees

Kimberly Baca

kbacavil — 2026-05-05 19:03:20 UTC

Employees are paid based on how much they produce, which can motivate them to work faster and be more productive.

Kimberly Baca

kbacavil — 2026-05-05 19:04:17 UTC

Employees may focus more on quantity than quality, and it may not work well for jobs where output is hard to measure.

Kimberly Baca

kbacavil — 2026-05-05 19:07:16 UTC

Employees are rewarded for finishing a task faster than the standard time, which can encourage efficiency.

Kimberly Baca

kbacavil — 2026-05-05 19:07:59 UTC

Employees may rush the work, which can lead to mistakes, safety issues, or lower quality.

Kimberly Baca

kbacavil — 2026-05-05 19:08:40 UTC

Rewards employees for strong performance, so it can motivate people to improve and keep doing good work.

Kimberly Baca

kbacavil — 2026-05-05 19:08:59 UTC

It can feel unfair if performance evaluations are biased, unclear, or if raises are too small to feel meaningful.

Kimberly Baca

kbacavil — 2026-05-05 19:09:18 UTC

Motivates employees to make more sales because their pay increases with performance.

Kimberly Baca

kbacavil — 2026-05-05 19:09:35 UTC

Employees may become too focused on selling and may pressure customers or ignore teamwork/customer needs.

Lakyla

2026-05-05 21:01:05 UTC

Employees may not be motivated

Lakyla Mills

2026-05-05 21:01:25 UTC

Rewards employees for their achievements