Individual Competence vs. Organizational Efficiency LO28873

From: Alan Cotterell (
Date: 07/22/02

Replying to LO28866 --

Dear Terje,

I suggest we are all individual contributors even when part of a team. My philosophy has always been 'do what needs to be done, if someone else is not already doing it'.

Reward systems are a very difficult subject, and I suggest rewarding the
individual is often not the way to go. If you happen to be a more
productive member of a team, what does it matter? You still expend the
same amount of time, and the extra mental effort is not really measurable.

The factor of importance is to reward the team in a way which provides
incentive and motivation. I have often suggested the combination of ESOP,
Open Book Management and Productivity Gain Sharing.

I have felt that performance evaluation of individuals by managers is a
strong demotivating factor. Anyone who is dedicated and productive will
always feel slighted by this activity. Often these individuals are not
the type to curry favour, or use the system 'to get ahead'.

I strongly feel that all workers in an organisation should be paid the
same base salary (or living wage), and incentives should come from share
subsidy, and added share value. Reward for qualifications and experience
should come in the form of loyalty share issue.

I suggest the 'game' is all about 'making things better' for all of us.

Best Regards,
Alan Cotterell


"Alan Cotterell" <>

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