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Analyzing Compensation Methods in Manufacturing: Piece Rates, Time Rates, or Gain-Sharing?

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  • Susan Helper
  • Morris M. Kleiner
  • Yingchun Wang

Abstract

Economists have often argued that "pay for performance" is the optimal compensation scheme. However, use of the simplest form of pay for performance, the piece rate, has been in decline in manufacturing in recent decades. We show both theoretically and empirically that these changes are due to adoption of "modern manufacturing" in which firms produce a greater variety of products to a more demanding quality and delivery standard. We further develop a theory of the type of compensation system appropriate for this kind of production, in which there is a high return to “multi-tasking”, where the same workers perform both easy-to-observe and hard-to-observe tasks and to “just-in-time” production, which entails a high cost of holding inventory. We test these predictions using detailed monthly information on firm outcomes and employee surveys from four plants in two companies that adopted modern manufacturing methods and changed their method of compensation from piece rates to either time rates or value-added gain-sharing. We find that time rates and gain-sharing are associated with reduced employee performance on easy-to-observe tasks, enhanced performance on hard-to-observe tasks, and improved firm profitability. Our analysis shows the importance of distinguishing types of incentive pay: we find that modern manufacturing is consistent with either group incentive pay (such as gain-sharing), or no incentives (such as hourly pay), but inconsistent with individual incentive pay (piece rates).

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Bibliographic Info

Paper provided by National Bureau of Economic Research, Inc in its series NBER Working Papers with number 16540.

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Date of creation: Nov 2010
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Handle: RePEc:nbr:nberwo:16540

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  1. Paarsch, Harry J. & Shearer, Bruce, 1996. "Piece Rates, Fixed Wages, and Incentive Effects: Statistical Evidence from Payroll Records," Cahiers de recherche, Université Laval - Département d'économique 9623, Université Laval - Département d'économique.
  2. Susan Helper & Morris M. Kleiner, 2007. "International Differences in Lean Production, Productivity and Employee Attitudes," NBER Working Papers 13015, National Bureau of Economic Research, Inc.
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Cited by:
  1. Felipe Balmaceda, 2011. "Job Design and Incentives," Documentos de Trabajo, Centro de Economía Aplicada, Universidad de Chile 279, Centro de Economía Aplicada, Universidad de Chile.
  2. Ann Bartel & Brianna Cardiff-Hicks & Kathryn Shaw, 2013. "Compensation Matters: Incentives for Multitasking in a Law Firm," NBER Working Papers 19412, National Bureau of Economic Research, Inc.
  3. Güth, Werner & Pull, Kerstin & Stadler, Manfred, 2014. "Delegation, worker compensation, and strategic competition," University of Tuebingen Working Papers in Economics and Finance, University of Tuebingen, Faculty of Economics and Social Sciences 67, University of Tuebingen, Faculty of Economics and Social Sciences.
  4. Hart, Robert A & Roberts, J Elizabeth, 2013. "Industrial composition, methods of compensation, and real earnings in the Great Depression," Stirling Economics Discussion Papers, University of Stirling, Division of Economics 2013-03, University of Stirling, Division of Economics.

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