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Research and Insights from the Center for Effective Organizations

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Designing Nimble Reward Systems

Apr 5, 1995 | Compensation and Benefits, Sponsor Content

G. Ledford, Jr. states that increasingly, pay systems are failing to keep pace with the rapid pace of change in business strategies and organizational structures.

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Performance Management and “Running the Business”

Mar 4, 1995 | Performance Management, Sponsor Content

This paper by A. Mohrman, Jr. and S. Mohrman enumerates the characteristics of the new approaches to performance management that are arising in response to these problems and that tie directly to running the business.

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The New Pay: A Strategic Approach

Mar 3, 1995 | Compensation and Benefits, Sponsor Content, Strategic HR

Ed Lawler III states that the “New Pay” is not alternative pay. It is not skill-based pay, gainsharing or any other specific new pay practice. Indeed, it is not a set of new practices, rather, it is a way of thinking about role pay systems in complex organizations.

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Measurement, Evaluation and Reward of Profit Center Managers: A Cross Cultural Field Study

Feb 15, 1995 | Compensation and Benefits, Sponsor Content

In this study, Kenneth A. Merchant and Chee W. Chow, Anne Wu, explored differences between U.S. and Taiwanese firms in measuring, evaluating and rewarding profit center managers, a subject which has not been addressed in the research literature.

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The Contextual Determinants Of Increased Adoption Of Participative Practices In Organizations

Feb 1, 1995 | Employee Engagement, Performance Management, Sponsor Content

Drawing on multiple frameworks, this study by R. Tenkasi, S. Mohrman, G. Ledford, Jr., and E. Lawler III tested longitudinally on a matched set of 130 companies the contextual determinants of increased adoption of participative practices.

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Strategic Human Resources Management: An Idea Whose Time Has Come

Jan 1, 1995 | Compensation and Benefits, Sponsor Content, Strategic HR, Talent Management

E. Lawler III states that when training costs and other human resource management costs are added to compensation costs, the human resource management function often is responsible for a large portion of an organizations total expenditures.

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On the Integration of Strategy and Human Resources: An Investigation of the Match between Human Resources and Strategy among NCAA Basketball Teams

Dec 17, 1994 | Performance Management, Sponsor Content, Strategic HR, Strategy Execution

Patrick M. Wright, Dennis Smart, and Gary C. McMahan examine the relationships among strategy, human resources, and performance among NCAA basketball teams.

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Global Change As Contextual Collaborative Knowledge Creation

Oct 31, 1994 | Change Management, Innovation, Sponsor Content

R. V. Tenkasi and S. Mohrman argue that the traditional models of international technology transfer may be inadequate to represent the complexities involved in effective global change since they rely on an ‘objectivist’ conception of knowledge, that views knowledge as an objective commodity to be transmitted from source to receiver.

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Reward Systems That Reinforce Organizational Change

Oct 24, 1994 | Change Management, Compensation and Benefits, Sponsor Content

G. Ledford, Jr. and E. Lawler III argue that conventional pay system designs are failing because they are unable to grapple with organizational changes such as globalization, technological change, downsizing, delayering, and new business strategies.

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The Practice of Organization & Human Resource Development in America’s Fastest Growing Firms

Oct 24, 1994 | Change Management, Sponsor Content

The following paper by Allan H. Church, and Gary C. McMahan reports the results of a recent survey project that investigated the contemporary practice of Organization Development among America’s Fastest Growing Firms (as identified by Fortune, October 5th, 1992).

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Total Quality Management Practices and Outcomes in the Largest U.S. Firms

Oct 1, 1994 | Organizational Effectiveness, Sponsor Content

A survey of the 1000 largest companies in U.S. led by S. Mohrman, R. Tenkasi, E. Lawler III, and G. Ledford, Jr. shows that TQM practices fall into two main categories: core practices and production oriented practices.

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Aligning Teacher Compensation with Systemic School Reform: Skill-Based Pay and Group-Based Performance Rewards

Sep 30, 1994 | Compensation and Benefits, Performance Management, Sponsor Content

A. Mohrman, Jr., S. Mohrman, and A. R. Odden explain that teacher compensation structures have remained relatively constant for the past many decades.

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