Exhibit 10(j)













                         THOMASVILLE FURNITURE INDUSTRIES, INC.


                              EXECUTIVE INCENTIVE PLAN<PAGE>





                                TABLE OF CONTENTS
                                -----------------


     INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . .     1

     OBJECTIVES OF PLAN . . . . . . . . . . . . . . . . . . . . .     1

          Objectives  . . . . . . . . . . . . . . . . . . . . . .     1
          Award Achievement . . . . . . . . . . . . . . . . . . .     1

     PARTICIPATION . . . . . . . . . . . . . . . . . . . . . . .      2

          Eligibility  . . . . . . . . . . . . . . . . . . . . .      2
          Participation. . . . . . . . . . . . . . . . . . . . .      2
          Non-Eligibility. . . . . . . . . . . . . . . . . . . .      2
          Plan Year. . . . . . . . . . . . . . . . . . . . . . .      2

     HOW THE PLAN WORKS. . . . . . . . . . . . . . . . . . . . .      2

          Plan Factors . . . . . . . . . . . . . . . . . . . . .      2
          Notification of Participation. . . . . . . . . . . . .      3
          Setting Thomasville Goals. . . . . . . . . . . . . . .      3

     MECHANICS OF DETERMINING AWARDS . . . . . . . . . . . . . .      3

          Definitions of Terms. . . . . . . . . . . . . . . . ..      3
          Mechanics of Determining Awards . . . . . . . . . . ..      4

     DISCRETIONARY AWARDS PROGRAM . . . . . . . . . . . . . . ..      4

     PAYMENT OF AWARDS. . . . . . . . . . . . . . . . . . . . . .     5

     NO CONTRACT OF EMPLOYMENT. . . . . . . . . . . . . . . . . .     5

          EXHIBIT I  . . . . . . . . . . . . . . . . . . . . . .      6

          EXHIBIT II . . . . . . . . . . . . . . . . . . . . . .      7

          EXHIBIT III  . . . . . . . . . . . . . . . . . . . . .      8

          EXHIBIT IV . . . . . . . . . . . . . . . . . . . . . .      9<PAGE>





                     THOMASVILLE FURNITURE INDUSTRIES, INC.

                           EXECUTIVE INCENTIVE PLAN



     1.     INTRODUCTION

          This Executive Incentive Plan (the "Plan") has been designed for
     those management persons of Thomasville Furniture Industries, Inc.
     ("Thomasville") who directly and substantially influence achievement
     of certain corporate goals.  The Plan provides monetary awards for the
     achievement of those goals.  In select cases, the Plan provides for
     additional special discretionary awards.

          The Plan is in addition to and assumes the existence of a base
     salary which is competitive, equitable, and subject to periodic
     performance-related adjustments.

          Thomasville believes that the total annual income of key
     employees should be influenced by their individual and collective
     effort, and that rewards should directly relate to the achievement of
     planned, meaningful results.

     2.     OBJECTIVES OF PLAN

            A.    Objectives.  The Plan has been created with several
                  objectives in mind:

                 (1)  to emphasize achievement of planned strategic
                      objectives;

                 (2)  to reinforce the importance of annual growth; and
      
                 (3)  to motivate and challenge participating executives
                      through meaningful compensation opportunities.

          B.     Award Achievement.  To achieve these objectives, the Plan
                 is designed to:

                (1)   provide for monetary awards of significant value
                      related directly to measurable Thomasville results;

                (2)   motivate participating individuals to achieve results
                      beyond the routine of position responsibilities; and

                (3)   be appropriate for both the level of responsibility
                      and total compensation for the position.

                     Total compensation, resulting from the combination of
                     base salary and monetary awards under the Plan, is
                     designed to be competitive with total compensation for
                     similar positions in American industry.<PAGE>





     3.     PARTICIPATION

            A.    Eligibility.  Only management persons whose performance
                  directly and substantially influences the annual results
                  of Thomasville will be considered for participation in
                  the Plan.  Ordinarily the extent of such influence will
                  be reflected in the Bonus Percentage (as herein defined).

            B.    Participation

                  (1)  At the start of each Plan Year Thomasville
                       management will submit a list of proposed
                       participants and Bonus Percentages for review and
                       approval by the Executive Compensation and Stock
                       Option Committee of the Furniture Brands
                       International, Inc. Board of Directors (the
                       "Committee").  The Committee may in its discretion
                       change the participants and Bonus Percentages.

                 (2)   To earn an award, an individual must be designated a
                       participant for the Plan Year and must participate
                       effectively for a minimum of eight full months of
                       the Plan Year.

                 (3)   A participant who has lost time due to illness, or
                       dies, retires or becomes totally disabled during the
                       Plan Year, will be considered for an award under the
                       Plan provided that his/her influence on goal
                       achievement can be identified and that achievement
                       of results can be measured.

          C.     Non-Eligibility

                 (1)   Any individual whose employment is terminated at any
                       time during the Plan Year by reason of voluntary or
                       encouraged resignation, or who is discharged, will
                       not receive an award.

                 (2)   Any individual who has been demoted at any time
                       during the Plan Year to a position not included in
                       the Plan will not receive an award.

           D.    Plan Year.  The Plan Year will correspond with the
                 Thomasville calendar fiscal year.

     4.    HOW THE PLAN WORKS

           A.    Plan Factors.  There are two factors which will be
                 measured in order to determine an award:  opportunity and
                 Thomasville performance.

                 (1)    Opportunity is the potential impact that a
                        participant may have on the achievement of goals. 
                        This is expressed by the Bonus Percentage.<PAGE>





                 (2)    Thomasville Performance is the result of
                        achievement.  This is measured by the percentage of
                        attainment of Thomasville's goals.

           B.    Notification of Participation.  Each participant's target
                 Bonus Percentage will be communicated each Plan Year by
                 delivery of the Participation Form (see Exhibit II).

           C.    Setting Thomasville Goals.  At or prior to the beginning
                 of each Plan Year, Thomasville management will recommend
                 to the Committee for approval, one or more objective
                 measurable performance goals for Thomasville (the "Goals")
                 for such year, and the weighting to be assigned to each
                 Goal.  The Goals will be realistic, yet rigorous.  They
                 will be attainable, but attainment will require above
                 average performance.  The Committee may, in its
                 discretion, approve management's recommendations or change
                 the Goals and/or weightings.

     5.     MECHANICS OF DETERMINING AWARDS

            A.    Definitions of Terms

                  (1)  Bonus Percentage.  The Bonus Percentage will be
                       expressed as a percentage (not less than 10% and not
                       more than 70%) of the participant's base salary. 
                       The percentage will increase with significant
                       increases in responsibility, thus recognizing the
                       direct relationship between position responsibility
                       and influence on Thomasville results.  Participants
                       who are promoted during a Plan Year to a position
                       with a higher Bonus Percentage will receive a
                       prorated award based on the percentage of the Plan
                       Year spent in each position.

                  (2)  Aggregate Target Amount.  The Aggregate Target
                       Amount will be expressed as a dollar amount,
                       calculated by multiplying the participant's base
                       annual salary rate (in effect on December 31 of the
                       Plan Year) by the Bonus Percentage.  The result will
                       be the total award to which the participant will be
                       entitled if Thomasville achieves 100% of all Goals
                       for that Plan Year.

                  (3)  Weighted Target Amounts.    For each Goal a Weighted
                       Target Amount will be calculated by multiplying the
                       Aggregate Target Amount by the weighted percentage
                       applicable to the Goal.  The result for each Goal
                       will be the portion of the total award to which the
                       participant will be entitled if Thomasville achieves
                       100% of that Goal for that Plan Year.  The sum of
                       the Weighted Target Amounts will equal the Aggregate
                       Target Amount.<PAGE>





          B.     Mechanics of Determining Awards.

                 (1)   Thomasville Performance.  Thomasville's performance
                       against the Goals will be measured by the percentage
                       of achievement of each Goal.  Thomasville's
                       performance with respect to each Goal will be based
                       upon audited results.

                 (2)   Achievement of Target.  The Plan is designed to
                       provide the participant with 100% of his/her
                       Weighted Target Amount with respect to each Goal if
                       Thomasville achieves 100% satisfaction of that Goal.
      
                 (3)   Minimum Thomasville Performance.  Each Plan Year the
                       Committee will establish a minimum percentage with
                       respect to each Goal.  Achievement below the minimum
                       percentage will result in no award with respect to
                       that Goal.

                       Under certain circumstances, the Committee may
                       establish Goals the achievement of which contemplate
                       reducing rather than increasing an amount, such as a
                       reduced debt level or reduced SG&A expenses.  In any
                       such case, the percentage which will be applied to
                       the Weighted Target Amount for such Goal will be
                       inversely proportional to the performance against
                       the Goal.  For example, if a Goal is a year-end debt
                       amount and the actual year-end debt is 105% of the
                       Goal, the percentage Weighted Target Amount to be
                       paid with respect to that Goal would be 95%.  In
                       these circumstances, the minimum performance
                       percentage will be expressed in terms of a figure
                       greater than 100%.

                 (4)   Calculation of Award.  The percentage of
                       Thomasville's achievement of each Goal will be
                       applied to the Weighted Target Amount for that Goal
                       to determine the amount of the award payable with
                       respect to that Goal.  Awards will be calculated
                       separately for each Goal, but will be aggregated and
                       paid as one award check.  The examples set forth in
                       Exhibit I illustrate this calculation.

     6.     DISCRETIONARY AWARDS PROGRAM.  To recognize special needs, a
     discretionary awards program is part of this Plan.  Its objective is
     to recognize the performance of Thomasville through a more qualitative
     evaluation, rather than a quantitative evaluation.  This could occur,
     for example, if Thomasville does not achieve one or more Goals due to
     business or economic reasons beyond its control but, given these
     adverse circumstances, nonetheless performed well.  Under such
     circumstances, a special award may be granted at the discretion of the
     Committee.<PAGE>





     7.     PAYMENT OF AWARDS.  Awards, to the extent immediately
     deductible as compensation expense by Thomasville for federal income
     tax purposes, less appropriate withholdings, will be paid by check as
     soon as practical after the audited close of a fiscal year.  To the
     extent all or any portion of an award is not immediately deductible as
     compensation expense by Thomasville for federal income tax purposes,
     payment of such award or portion thereof, as the case may be, will be
     deferred until following termination of employment of the participant,
     whereupon such award or such portion thereof, as the case may be, plus
     simple interest at Thomasville's effective borrowing rate for the
     period of deferral, less appropriate withholdings, will be paid by
     check as soon as the same shall become immediately deductible as
     compensation expense by Thomasville for federal income tax purposes.

     8.     NO CONTRACT OF EMPLOYMENT.  Participation in the Plan shall not
     be considered an agreement to employ a participant for any period of
     time or in any position.<PAGE>