In the light of selecting among individual, group or simultaneous reward systems; just how do companies argue for their chosen reward system? Swedish businesses have in the past years had a strong inclination towards rewarding collectively. It has it’s routs in that the Swedish federations of labour unions have experienced a penetrating power in the majority of sectors of commercial and industrial life. Central agreements and solidarity has become a part of the working life for many years. On the other hand America has in the past years had a clearly outlined direction towards rewarding on an individual level and having well toned bonus-programs for the management of the organization. In the introduction the businesses problems with selecting between rewarding individuals or groups is described. In the technique the method of solving the research question is described…
Contents: Individual versus Team Based Reward Systems
1 Introduction
1.1 Background
1.1.1 Management Control
1.1.2 The Origin of Reward Systems
1.2 Problem
1.3 Research Question
2 Methodology
2.1 Alignment
2.2 Data Collection
2.2.1 The Process
2.2.2 Quality of Research Design
2.2.3 Interviews
2.3 Selection Procedure
2.3.1 Selection of Organizations
2.3.2 Organizations with Individual Rewards
2.3.3 Organizations with Group-Based Rewards
2.3.4 Organization with Both Individual and Group Based Rewards
2.5 Method of Interpretation
3 Theoretical Framework
3.1 Introduction
3.2 Developing a Reward System
3.3 Performance Management
3.4 Rewarding Individuals
3.4.1 Individual Pay Systems
3.4.2 Performance Based Pay
3.4.3 Performance
3.4.4 Individual Incentive Pay
3.4.5 Self Actualization
3.5 Advantages with Individual Reward Systems
3.6 Disadvantages with Individual Reward Systems
3.7 Rewarding Teams
3.7.1 Description of Teams
3.7.2 Team Based Rewards
3.7.3 Individuals Constituting the Group
3.7.4 Group Behaviour
3.8 Advantages with Group Based Reward Systems
3.9 Disadvantages with Group Based Rewards
3.10 Individual Rewards versus Team Based Rewards
3.10.1 Competition versus Cooperation
3.10.2 Connection between Work Model and Reward
3.10.3 Contingencies
3.10.4 Employee Expectations
4 Empirical Study
4.1 Introduction
4.2 Individual Rewards
4.2.1 Description of Individual Reward Systems
4.2.1 Advantages Seen with Individual Rewards
4.2.2 Disadvantages Seen With Individual Rewards
4.3 Group Based Rewards
4.3.1 Description of Group Based Reward Systems
4.3.2 Advantages Seen With Group Based Rewards
4.3.3 Disadvantages Seen With Group Based Rewards
4.4 Future possibilities
5 Analysis
5.1 Introduction
5.2 Individual Rewards
5.2.1 Information, Communication and Feedback
5.2.2 Individually Based Salaries
5.2.3 Group Participation
5.2.4 Problems Regarding Goal Setting
5.2.5 Individual Incentive Based Pay
5.3 Group Rewards
5.3.1 Federation of Labour Unions
5.3.2 Working in Groups
5.3.3 Correlation between Performance and Reward
5.3.4 Feedback
5.3.5 Cooperation versus Competition
5.3.6 The Free-Rider Phenomenon
5.3.7 Advantages with Rewarding Jobs Performed
5.4 Simultaneous Reward Systems
5.4.1 A New Design
6 Conclusions and Recommendations
6.1 Introduction
6.2 Individual Rewards….
Source: Goteborg University
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