1.it is good for companies to give salary raises and bonuses to teams in order to boost successful cooperation and collaboration among them......and it does breed effective result
2.But it is a strategy that the company should do the same to encourage the individuals to make them work harder and happier,and it can also bring the team with a good example that team members will follow and thus mobilize the employee of the team.
I agree with the author that companies should give salary raises and bonuses to teams rather than to individuals, assuming that there have already been effective compensation for individuals.
The main advantage of this strategy is that the performance of a team is much easier to be evaluated than that of an individual. Because the performance of an individual cannot be simply measured by the time he/she spends on the work, nor by the number of products or the amount of service he/she produces (because we need to know the quality). Instead, since the performance of a team is typically related to one or few projects, it can be measured based on the resources input to the project(s), and the output (in productivity or sales) of the projects. Therefore, evaluating and rewarding teams rather than individuals is a more objective and controllable process. Moreover, rewarding teams rather than individuals encourage collegiality and to some extent prevent corruption, because it is less affected by personal feelings.
Actually, we have seen some successful companies taking this strategy. Such companies are encouraging their employees to compete with their outside competitors, rather than with each other, because they may all work across different areas. One of such companies is the technology giant, Google. "The Economist" recently reported that in Google, nobody cares when you come in in the morning, how many hours you spend on your work, whether you read for the work or just for fun, and people do care what you do but only to the extent that it is interesting. All the employees get rewarded if their team project makes a lot of profit for the company. Everybody gets more bonuses at the end of the year if the whole company makes excellent performance. As pointed out by a McGill management professor, this strategy has been tried at least 10 years ago in the silicon valley and more and more companies are adjusting their management mechanism accordingly.
As said in the business course "Seven habits of highly effective people", "win-win" is a better way of business thinking than "win-lose". Rewarding a whole team for its performance is a "win-win" solution for all the team members.
Admittedly, this strategy is not absolutely suitable for all the situations. As I emphasized at the beginning, it must come together with a good compensation mechanism for individuals. Unqualified individuals should undoubtedly be punished or even removed from a good team in order to ensure the morale of other team members.
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发表于 2005-6-13 11:57:00
