1. I think it was Peter Drucker that said that. What he was referring to is the fact that whatever you measure (and compensate for) is what your employees will do. Measure output (sales, production, etc.) and that's what people will focus on (possibly at the expense of other things like quality, safety, etc.). Suggest a job where that could be a problem you measure and reward something that creates an incentive to do things that are not in the best interests of the employer. Share a personal example if you have one. Also think of how compensation and reward systems could be designed to create a better incentive. (50 words) Q2. Often safety incentives are used to promote people to work safely. They can take all forms, from lunches and small gifts to lavish dinners and raffle prizes for as much as car or truck. The idea behind them is they are to be used as a carrot to incentivize employees to work safely and not have accidents. There are varying opinions on whether they work or not and even whether they can actually be detrimental to safety. So, anyone have any experiences with safety incentive programs? If so, what were they? Did you think they were effective? (50 words) Q3. Merit pay programs, though still by far the most common method of determining employee compensation, have their issues. For that reason many employers are moving away from having so much of employee compensation based on merit pay. The position is given a certain value, say $35,000 $45,000. So you start at the bottom, and get performance evaluations each year. You get an increase each year based on the result of your performance evaluation. So if you're doing really well, you might get as much as a 10% increase. If not so well, perhaps only 2.5%. So your pay is determined based on merit each year. The chapter identified a number of criticisms of traditional merit pay programs that are listed below. -Performance may be affected by many other issues than individual effort -Focus on merit pay discourages teamwork. -Measurement of performance may be done unfairly and inaccurately. -Relies almost exclusively on supervisor. -Merit pay may not really exist. -They are rolled into base pay. What are your thoughts on this? Do these criticisms have "merit"? Pick one of the criticisms and suggest a way to deal with it. If you have any personal experience with pros and cons of merit pay systems share them. (50 words) Q4. Additional pay when asked to cover absent teachers' classes. (I support it) Why? How much pay? The bottom line price, why? Advantages? Q5. Contribution towards health insurance premiums (percentage or flat amount monthly) (I don't support it) Why? How can I against it? Disadvantages? Q6. Requirement that all new hires have a minimum of two active PA certifications (I don't support it) Why? How can I against it? Disadvantages