or this group assignment, discuss with your group about what types of incentives and
F
culture your employers have to get the best performance from their employees. If you
are currently not employed (e.g., studying full-time), consider a prior employer or an
organization you may be familiar with. Discuss and answer the following questions:
● H ow strong are the incentives to perform well at your workplace? Is it similar
to what Lincoln Electric or Haier does?
● What is the culture like where you work? Is it similar to Lincoln Electric or
Haier?
● If there are significant differences in incentives and culture to Lincoln
Electric/Haier, why do you think this is the case?
lthough students often find there is a lot they could say in answering these questions,
A
keep your group's written answer short (roughly half a page if possible), and provide a
high-level summary of everyone's answers. Your group may find striking similarities or
drastic differences in each member's workplace.
rading for this assignment is based on whether your group submits an answer
G
or not, not on how "right" your answer is. We willcome back to this topic near the
end of the course.
● H
ow strong are the incentives to perform well at your workplace? Is it similar
to what Lincoln Electric or Haier does?
ustin -Because a previous employer more closely resembles Lincoln Electric, I will be
D
writing about that company. This company had a Salary + Commission structure where
in-house and self-driven closings were paid differently. The self-driven closers were paid
at a higher rate and the in-house commissions had a cap to incentivise going outside of
the company once your own commission had reached its maximum. As predicted some
members of the team at my position spend a large amount of their time only going after
self-driven leads so the structure was changed and the commission for the self-driven
leads was lowered drastically over time.
● W
hat is the culture like where you work? Is it similar to Lincoln Electric or
Haier?
ustin - The previous employer was a start-up company and had not built a solid culture
D
(or at least a culture that they wanted) throughout my time there. Entirely driven by
outward results, PTO was disincentivize, hours were long, and upper management was
disconnected from lower level employees. Meters for tracking were rough at best, but
they justified it with a generous commission structure. Similar to Lincoln, workers that
didn’t fit into that environment left on their own accord.
● If there are significant differences in incentives and culture to Lincoln
Electric/Haier, why do you think this is the case?
he main significance between the two would be the emphasis on Mangerial
T
responsibility v. responsibility of the worker. In lincoln’s case, the worker determines
their own productivity and how much they are willing to put into the job. If a worker is
unable/unwilling to keep up with production or this isn’t the type of environment that why
want to work in, they leave on their own accord most of the time. For Haier, the
managers have a much larger weight on their shoulders. They hold 80% of the
responsibility to keep workers up to the standard set by Haier and then cut the bottom
10% of performers. There was an older person at Lincoln that moved to a lower paying
position when they weren’t able to keep pace but at Haier, the worker might have been
let go if performance didn’t improve.
