11. Organizations with a uniform transactional compensation strategy are likely to link pay increases with time employed with the organization.
12. An organization with a Free Agent HR strategy is likely to use variable transactional compensation, which provides strong monetary incentives for high performers.
13. Salary compression, like the “glass ceiling,” deals with the situation where newly hired employees earn less than those employed for years.
14. Employees demonstrate high motivation when they choose to perform critical work tasks with high intensity and persistence.
15. A reward that is given without regard to the occurrence of a desired behavior loses the ability to motivate.
16. Goals focus attention away from other activities toward desired behaviors.
17. If goals are to act as effective motivators, they must be achievable.
18. Setting a difficult goal and providing a bonus only to those who achieve it can encourage everyone to try harder, even those who don’t think they can achieve the stretch goal.
19. A problem with motivating employees by offering incremental rewards for achieving progressively higher goals is that some employees are satisfied with the small initial rewards and may not put forth maximum effort.
20. Expectancy theory suggests that people are motivated when they believe they will actually receive a reward for high performance.