With respect to incentives, much is known about pay, bonuses, and fringe benefits. What does Burke indicate as the areas for exploration to produce more information and learning for leaders in this respect?
What will be an ideal response?
We do not know enough about applying what we know about pay, bonuses, and fringe benefits. We need to explore the conditions for when they work well and when they do not. Pay for performance remains an area of further exploration. As soon as pay for performance becomes expected, any pay for performance scheme loses the characteristic of incentive. If pay for performance is an incentive, how long does it last and how can such schemes be used to support organizational change?
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