In 1958, the company's operations in the u.s., the company has a policy of no layoffs and share the profits of the company to employees through annual bonuses. In times of recession, all staff, including senior management, share the pain through reducing discretionary bonus. As a result of the company's emphasis on incentive pay according to performance. Lincoln's incentive system requires a high level of trust between staff and senior management, as the workers needed to believe they would benefit from the proposal they made on a weekly basis and even everyday to improve productivity. The belief is that the company has built over the decades, and the policy of not firing put a substantial background for that culture of trust.
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