Does the Lincoln system generalize to many other work situations? Think of one work setting in which you think the piece-rate method might work. Generate a list of the key contingencies that may be related to the success of a piece-rate system in that setting.
Also, in addition to the piece-rate method, to what extent are the other characteristics of the Lincoln compensation and management systems critical for Lincoln’s success? (Even in 2008, a terrible year for machinery, Lincoln had still maintained its lifetime employment record).
Do you think a CEO’s pay relative to that of the producers of the goods and services is critical for establishing and maintaining employee trust? Do you think trust is important? Expectancy theory says nothing about trust. Or does it? Also, is this a work setting for so-called workaholics only?