making compensation heavily dependent on how much value you add
setting an organization level culture that emphasizes teamwork, deemphasizes individual status, etc
It’s worth being aware that some of these options don’t play nice together. For example, if you hire people who are intrinsically motivated by your mission and try to emphasize teamwork, you’d probably want to pay them fairly without emphasizing money too much. (According to my Educational Psychology professor) there’s some evidence that offering to pay for results erodes intrinsic motivation and doesn’t improve results for intellectual problems.
Personally, I would consider appending “for onlookers”, in this particular instance, as the OP is probably extremely versed in the issues and has a strategy that considers these tradeoffs.
Yeah, I think a more basic look at this would be helpful, and would encourage someone to write an “intro to org theory” post. But in lieu of that, I’ll point out that the issues here relate to incentives in organizations generally, and will point to a preprint paper I wrote that discusses some of the desiderata and strategic considerations in organizations in the context of using metrics, and money based on those metrics, to align people.
It’s worth being aware that some of these options don’t play nice together. For example, if you hire people who are intrinsically motivated by your mission and try to emphasize teamwork, you’d probably want to pay them fairly without emphasizing money too much. (According to my Educational Psychology professor) there’s some evidence that offering to pay for results erodes intrinsic motivation and doesn’t improve results for intellectual problems.
This is insightful!
Personally, I would consider appending “for onlookers”, in this particular instance, as the OP is probably extremely versed in the issues and has a strategy that considers these tradeoffs.
Yeah, I think a more basic look at this would be helpful, and would encourage someone to write an “intro to org theory” post. But in lieu of that, I’ll point out that the issues here relate to incentives in organizations generally, and will point to a preprint paper I wrote that discusses some of the desiderata and strategic considerations in organizations in the context of using metrics, and money based on those metrics, to align people.
Yes for sure, it was meant to be a “yes and” to the post, not a criticism of Caroline!