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Inhaltsangabe: Incentive plans are common in companies, but satisfaction with them is not. Surveys of human resource executives consistently show that incentive plans often do not live up to results.

It seems obvious enough. If employees have a stake in how well their company does, they will be more engaged and work more effectively, but there are endless articles and books about how to get your incentive plan to work well and thousands of consultants specializing in incentive plan design, often with their own unique plans. If getting the plan right were easy, there would be much less of a market for both the books and the consulting. Of course, it is not simple. Some researchers, in fact, have concluded that incentive plans do little incentivizing and may create more problems than they solve.

Still, too many companies report too much success with incentive compensation to just give up on the concept. In the decades of work the National Center for Employee Ownership (NCEO) has done on employee ownership plans, one of the most powerful incentive tools, we have also learned a great deal about non-employee ownership models that work consistently well. In this book, we have drawn that experience together. The first chapter offers an overview of why incentive plans do not always succeed. It is followed by chapters describing general principles in designing incentive plans and making them work; how to structure an effective profit sharing plan; how short-term incentives can work alongside longer-term employee ownership plans; how bonus plans and open-book management work in the Great Game of Business; and finally what the various equity incentive plans are, from ESOPs to stock options to phantom stock.

About the Author: Rich Armstrong is the president of The Great Game of Business, Inc. He has over 18 years of experience in improving business performance through employee involvement, business literacy, open-book management, and employee ownership, with service as a consultant and as an executive at SRC Holdings Corporation (an employee-owned company for 25 years). As an employee owner at SRC Holdings, Rich worked at many of its 17 subsidiaries in a variety of leadership positions ranging from business development to operations. Today, along with a network of Great Game coaches, Rich helps businesses implement the unique open-book management approach successfully practiced at SRC Holdings.

Brad Hams is the founder and president of Ownership Thinking, a 15-year-old consulting and training firm dedicated to unleashing the potential of its client organizations through employee education and involvement.

Cathy Ivancic is a consultant for and co-owner of Workplace Development Inc., which provides education, communication and organizational services to ESOP-owned companies nationwide. Since 1985, she has helped hundreds of companies enhance the impact of their ESOP and develop an ownership culture.

Loren Rodgers is a project director at the National Center for Employee Ownership, where he specializes in research, communications, and best practices for employee ownership companies. Active in the field since 1995, he works with firms on technical training, group norms, survey assessment, plan design, and communicating about transactions. He speaks extensively and writes for academic, trade, and employee ownership publications in the U.S. and abroad on topics including employee motivation, open-book management, corporate governance, ESOP education, organization dynamics, and business literacy.

Corey Rosen is the NCEO's executive director. He cofounded the NCEO in 1981 after working for five years as a professional staff member in the U.S. Senate, where he helped draft legislation on employee ownership plans. Before that, he taught political science at Ripon College. He is the author or coauthor of many books and over 100 articles on employee ownership, and coauthor (with John Case and Martin Staubus) of Equity: Why Employee Ownership Is Good for Business (Harvard Business School Press, 2005). He was the subject of an extensive interview in Inc. magazine in August 2000; has appeared frequently on CNN, PBS, NPR, and other network programs; and is regularly quoted in the Wall Street Journal, the New York Times, and other leading publications. He has a Ph.D. in political science from Cornell University and serves on the advisory board of the Certified Equity Professional Institute. He also served on the board of directors of the Great Place to Work Institute, creator of Fortune magazine's "100 Best Companies to Work for in America" list.

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