So far, the REFA performance bonus scheme had worked well, but it needed adjustment or maybe even, replacement. How could Fast Frock continue to use REFA to motivate its aging employees? Or should Fischer look to other means of keeping performance and productivity levels high? Should he rediscuss job rotation with the works councils? Or were there better options for exible employee scheduling? What about more investments in new technologies? He had a few days to prepare some answers, but that hardly seemed enough time