Hi Scott. Exec bonuses for productivity usually comes at a cost to those that actually do the labor. I remember my Coles days where the trainees etc worked 60 hours a week for no overtime so the store manager could achieve his profit contract bonus. Rewarding those that do the labor also worked really really well for me during work choices. We were more productive, made more profit which enabled expansion into other markets due to being more competitive. The 'team of workers' managed their respective shifts and there would be no passengers because the team would not accept weak links that cost them their productivity incentives. No longer a them (workers) against us (management) attitude. I know it wasn't the same elsewhere but it worked. I took the concept loosely from this book.
