Incentive Schemes

Incentive Schemes

1. INCENTIVE
SCHEMES
MADE BY
HAVISHA GUPTA

4. Earnings vary in the
same proportion as
output

6. Earnings vary less
Proportionately than
output

11. Earnings vary
Proportionately more
than output

13. Earnings differ At
different Levels of
output

14. Taylor’s Differential Piece Rate
System:-
It is based on the assumption that the degree of efficiency varies
from worker to worker and hence the workers must be paid
according to their degree of efficiency. The main features of the
system are:
(i) The system is based on piece rates.
(ii) The standard output for unit of time is pre-determined on the
basis of time and motion study.
(iii) There are two piece rates, one lower and another higher.
Those who reach the standard or exceed it, get wages at higher
piece rate (e.g. 120% of piece rate) and those who fail to reach it,
get wages at a lower piece rate (e.g. 80% of piece rate).
(iv) Minimum wages for the workers are not guaranteed.

15. Merrick Differential Piece–Rate
System:-
This is a modification of the Taylor system, with
three instead of two rates.
One large step is broken into two, so as to
encourage new and average workers.
Straight piece-rate are paid up to 83% of the
standard output, at a bonus of 10% of the time
rate payable, with further 10% bonus on
reaching the standard output.
For outputs above the standard, high piece-rates
are paid.

16. Gantt Task System:-
•The plan is a combination of time rate, piece rate and bonus
plan. The features of the plan are:
•There is a guaranteed time wage for every worker irrespective
of the efficiency.
•Standards are set for various jobs.
•Wages are paid at the following rates:
•Output below standard - Guaranteed Time Rate (Below 100%
efficiency)
•Output at standard - Wages for standard time and a bonus of
(100% efficiency) 20% of Time Rate
•Output above standard - Wages for standard time and a bonus
of (Above 100% efficiency) 20% of wages of standard time

17.  Emerson's Efficiency 
Scheme :-
•The features of the scheme are:
(i) Day wages are guaranteed but efficiency also is rewarded.
(ii) A standard time is fixed for each job or operation or a volume of output
and then the level of efficiency of workers is determined on that basis.
(iii) The guaranteed time rate is given for below 66 efficiency.
(iv) Payments are made on the basis of step bonus rate from 66- % to 100%
efficiency. This means bonus becomes payable only when efficiency
touches 66- % and it increases progressively with increase in efficiency in
such a manner that at 100% efficiency the bonus is 20% of the time wages.
(v) Additional bonus of 1% is payable for each 1% increase in efficiency
beyond 100%. Thus bonus payable is 40% (20% + 20%) at 120%
efficiency.

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