Outcome-based criteria can be used to boost performance, but they can also encourage employees to “game” the system for outcomes not conducive to the benefit of the company (note the banking crisis of 2007 as an example). This leads companies to construct complicated rules and criteria that employees often fail to comprehend. Behavioral criteria can be used to fill in some of the gaps from performance-based criteria. For the proposed new structure, list four behavior-based criteria on which management could base performance.