HOW  TO ATTRACT, HOLD AND MOTIVATE PEOPLE TO WORK

A comprehensive manual authored by: Gene Levine, Gene Levine Associates
Management Advisors - Since 1965

TABLE OF CONTENTS

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plusign.gif (60 bytes)CHAPTER 1.  THE DEVELOPMENT OF INDUSTRY
plusign.gif (60 bytes)CHAPTER 2.   THE "WHY" OF THE PEOPLE PROBLEM
plusign.gif (60 bytes)CHAPTER 3. THE MOTIVATION MOVEMENT
plusign.gif (60 bytes)CHAPTER 4. OPERATOR TURNOVER, COSTS AND CURES
plusign.gif (60 bytes)CHAPTER 5. EFFECTIVE TESTING, INTERVIEWING AND HIRING TECHNIQUES
plusign.gif (60 bytes)CHAPTER 6. TRAINING
plusign.gif (60 bytes)CHAPTER 7. ORIENTATION
plusign.gif (60 bytes)CHAPTER 8. MOTIVATION WITHIN ORGANIZATIONS
plusign.gif (60 bytes)CHAPTER 9. REDUCING ABSENTEEISM

minusign.gif (58 bytes)CHAPTER 10
      INCENTIVE SYSTEMS UPDATE

        Improving The Rewards For Extra Effort

A.    WHAT’S AN INCENTIVE ANYWAY?

1. Benefits of Wage Incentive Plans
2. Some Problems Of Wage Incentive Plans
3. Fifteen Factors Of A Good Incentive Plan

B.     TYPES OF WAGE INCENTIVE PLANS 3

1. Straight Piecework
2. Standard Minute/Hour Plan
3. Taylor Differential (Jump Base) Plan
4. Bonus Sharing Plans
5. Measured Day Work Plan 7

C.      COST-AVOIDANCE OR GAIN SHARING PLANS

D.      SCANLON PLAN

1. Background of the Scanlon Plan
2. What Is The Scanlon Plan?
3. Who Are All Workers?
4. How Are Bonuses Paid?
5. Base Year Selection Crucial!
6. The Basic Formula
7. Requirements For Bonus Distribution
8. How Productivity Ratio Works
9. How Are Bonuses Distributed?
10. How Employees Receive Bonus
11. What Happens To A Deficit Pool?
12. Mechanics of the Scanlon Plan
13. What Are Some Employee Suggestions?
14. Plan Committees Compared To Others
15. Additional Company Benefits
16. Success Determining Factors For The Plan
17. Lifespan
18. Important Theory On Why The Scanlon Plan Works

E.      NUNN-BUSH PLAN

F.      RUCKER SHARE-OF-PRODUCTION PLAN

G.      MERIT PAY

1. How To Determine If A Merit Pay Plan Is For Your Company
2. Reducing The Risk Of Trying
3. Is Production The Only Thing We Want From Workers?
4. Adding In Factors Other Than Production
5. Base Rates Need Not Be Static
6. Gross Pay Could Vary With Proper Performance Reviews
7. A Merit Plan Could Be Exactly What Employees Want and Need

H.     INCENTIVE PLAN INSTALLATION

I.      MAINTAINING AN INCENTIVE SYSTEM

1. Earnings Audit
2. Perform Audits on a Regularly Scheduled Basis

J.      GUIDELINES FOR INSTALLATION AND ADMINISTRATION OF THE WAGE INCENTIVE PLAN

K.     REASONS FOR INCENTIVE PLAN FAILURES

L.     INDIVIDUAL VERSUS GROUP INCENTIVES

1. Performance
2. Earnings
3. Quality
4. Morale
5. Cooperation
6. Supervision
7. Planning
8. Training
9. Indirect Labor
plusign.gif (60 bytes)CHAPTER 11. SUPERVISION
plusign.gif (60 bytes)CHAPTER 12. LEADERSHIP
plusign.gif (60 bytes)CHAPTER 13. CONCLUDING THOUGHTS

APPENDIX A    JOB DESCRIPTION QUESTIONNAIRE

APPENDIX B   EXAMPLE JOB DESCRIPTIONS - ENGINEERING

PASSOUTS (Included only in seminar editions of this manual)

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