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                                  EXHIBIT 10(j)

                            LINDSAY MANUFACTURING CO.
                         MANAGEMENT INCENTIVE PLAN (MIP)
                                 2005 PLAN YEAR

1. PURPOSE

      The purpose of the Management Incentive Plan (the "Plan") is to:

            -     Encourage performance consistent with the Company's business
                  strategy

            -     Focus on near-term performance results as well as progress
                  toward the achievement of long-term objectives

            -     Strengthen the link between performance and pay by delivering
                  awards based on measurable corporate and individual goals.

2. DEFINITIONS

      The terms used in this Plan have the meanings set forth below.

      A. "Company" shall mean Lindsay Manufacturing Co.

      B. "Compensation Committee" shall mean the Compensation Committee of the
         Company's Board of Directors.

      C. "Financial Performance Component" shall mean the portion of a
         Participant's Plan award that is based on the Company's and specific
         Market financial performance as defined in Section 7B.

      D. "Individual Performance Component" shall mean the portion of a
         Participant's Plan award that is based on a Participant's performance
         relative to individual objectives established in accordance with
         Section 7C.

      E. "Named Executive Officers" shall mean the executives of the Company
         listed in the Executive Compensation section of the Company's Proxy
         Statement.

      F. "Participant" shall mean a key employee eligible for awards under the
         terms outlined in Section 4 of this Plan.

      G. "Plan" shall mean Lindsay Manufacturing Co. Management Incentive Plan.

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3. EFFECTIVE DATE

      The Plan shall be effective as of September 1, 2004 and will be in effect
      for the 2005 bonus year. The 2005 bonus year is defined as September 1,
      2004 through August 31, 2005.

4. ELIGIBILITY FOR PARTICIPATION

      A. Participation in the Plan is limited to individuals in positions which
         have significant responsibility for and impact on the Company's
         corporate performance.

      B. Only the Chief Executive Officer and those employees in grades E
         through G are eligible to be considered for participation in the Plan.

      C. Participation in the Plan does not guarantee or entitle any employee to
         participate in any bonus plan enacted in the future. Participation in
         the Plan at any target bonus level does not guarantee or entitle any
         employee to be eligible to participate at any similar target bonus
         level in any bonus plan which may be enacted in the future.

5. ENROLLMENT IN THE PLAN

      A. Initial Enrollment

            At the beginning of the Plan year, each Participant must be enrolled
            in the Plan subject to the approvals and eligibility criteria set
            forth in Sections 4 and 6. The enrollment process is as follows:

            i.  Plan Participants will participate in the Plan at the standard
                target percent per grade level as listed in Section 6.

            ii. The Company's Chief Executive Officer will review the
                participant list and projected bonus costs of enrolled employees
                with the Compensation Committee. The Compensation Committee
                provides final approval on the aggregate potential cost of the
                Plan.

      B. Mid-year Enrollment

            When hiring or promoting employees during the Plan year who may be
            eligible for participation in the Plan, the following procedures
            must be followed:

            i.  Prior to the commencement of the recruiting or promotion
                process, the hiring manager consults with Human Resources to
                determine the position's eligibility for participation in the
                Plan and the recommended target bonus amount.

            ii. Offer letters indicating bonus Plan participation and target
                bonus award opportunities to new hires and/or promoted employees
                must be reviewed by the CEO or, in the case of a Named Executive
                Officer, by the Compensation Committee. Target bonus
                recommendations must be approved before communication to a
                prospective Participant. Generally, employees hired or promoted
                during the fourth quarter 2005 are not eligible to participate
                in the 2005 Plan.

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6. DETERMINATION OF TARGET PAYOUT LEVELS

      A. Incentive awards will be calculated as a percentage of the
         Participant's actual base salary received during the Plan year. While
         award amounts will vary based on the range of award opportunity and an
         assessment of individual performance results, the target award
         opportunities for each grade level are shown below:

<TABLE>
<CAPTION>
GRADE           TARGET % OF SALARY
<S>             <C>
 CEO                    60%
  G                     35%
  F                     25%
  E                     15%
</TABLE>

            i.  Actual participation is subject to approval by the CEO, or in
                the case of a Named Executive Officer, by the Compensation
                Committee. Actual participation is based on an assessment of the
                individual's position impact on the organization.

            ii. Standard target percents per grade level should be followed for
                all Plan Participants.

      B. If a Participant's Plan target award opportunity (Target % of Salary as
         set forth above) changes due to promotion into a grade level with a
         higher target bonus, the Participant's bonus will be calculated based
         on his or her actual salary during the Plan year and a weighted average
         bonus percentage. The weighted average bonus percentage will reflect
         the portion of the Plan year spent in each grade level (e.g., seven
         months at 15% and five months at 25%). In evaluating the performance of
         Participants who change positions during the Plan year, consideration
         will be given to the length of time and results in each position.
         Actual award decisions will be made by the CEO or, in the case of a
         Named Executive Officer, by the Compensation Committee. Generally,
         fourth quarter promotions will not result in an increase in a
         Participant's target award opportunity.

      C. Examples of various award calculations are included with this Plan
         document as Attachment A.

      D. The CEO will review and approve award recommendations for all employees
         other than Named Executive Officers prior to payout. Final approval
         authority for all payments (except for award payments to the Named
         Executive Officers) rests with the CEO. Individual award payments for
         all Participants (except the Named Executive Officers) may be adjusted
         at any time and for any reason at the discretion of the CEO.

      E. The Compensation Committee will determine the award payments to the
         Named Executive Officers.

      F. Award payments will be calculated on an annual basis and paid in
         accordance with the Company's normal payroll cycle. Payments will be
         made during the first quarter following the Plan year. The payment date
         may be changed at any time and for any reason at the discretion of the
         CEO, or in the case of a Named Executive Officer, with approval of the
         Compensation Committee.

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7. BASIS OF AWARDS

      A. Measurable performance objectives for each Plan Participant will be
         established at the beginning of the Plan year (or at mid-year for
         mid-year hires or newly eligible employees). In 2005, consideration
         will be given to:

            i.   Financial Performance Component: Company and Market financial
                 performance vs. Plan performance objectives in accordance with
                 Section 7B.

            ii.  Individual Performance Component: Participant's performance
                 relative to individual goals established in accordance with
                 Section 7C.

            iii. Individual and Financial Performance Components will be added
                 to reach a Participant's total bonus. The relative weighting
                 will vary by grade in accordance with the following schedule:

<TABLE>
<CAPTION>
                     Financial             Individual
Grade               Performance            Performance
<S>                 <C>                    <C>
 CEO                    80%                    20%
  G                     80%                    20%
  F                     65%                    35%
  E                     50%                    50%
</TABLE>

      B. At the beginning of the Plan year, the objectives for the Financial
         Performance Component are identified and approved by the Compensation
         Committee.

            i.   Recommended award amounts may range from 0 - 200% of the
                 Financial Performance Component of the Participant's target
                 award, based on performance.

            ii.  Percentages between the threshold, target, and maximum award
                 will be interpolated.

            iii. In the event of an acquisition, revenue and operating income
                 resulting from the acquisition will be excluded from award
                 payout calculations, unless

                 a) the CEO or Compensation Committee suggests a modification to
                    the objectives under the Financial Performance Component
                    that would incorporate revenue and income generated as a
                    result of the acquisition, and

                 b) The Compensation Committee approves the modification.

      C. The Individual Performance Component will be based on written
         objectives set annually for Participants by their supervisors and
         approved by the CEO or, in the case of a Named Executive Officer, by
         the Compensation Committee. Objectives will be based on the
         Participant's position and may be financial, operational or strategic.

            i.   Objectives under the Individual Performance Component may be
                 linked to team-based goals, if appropriate

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            ii.  Examples of appropriate objectives under the Individual
                 Performance Component include:

                       -     Safety

                       -     Customer Service

                       -     Market Share

                       -     On-time Delivery

                       -     Cost Reduction

                       -     Product Development

            iii. Recommended award amounts may range from 0% - 200% of the
                 target amount under the Individual Performance Component.
                 Recommended award amounts will be based on an assessment of the
                 individual's performance relative to objectives established
                 under the Individual Performance Component, in accordance with
                 the following guidelines:

<TABLE>
<CAPTION>
                                                                Payout
                       Individual                     (as % of Target Individual
                       Performance                      Performance Component)
<S>                                                   <C>
                Does not meet objectives                           0%
                  Meets some objectives                           50%
                  Meets most objectives                           75%
                  Meets all objectives                           100%
                   Exceeds objectives                            150%
            Significantly exceeds objectives                     200%
</TABLE>

            iv.  The "Payout (as % of Target Individual Performance Component)"
                 represents the payout relative to target award for the
                 Individual Performance Component of the Plan.

8. CHANGES IN EMPLOYMENT STATUS

      A. Under most circumstances, Participants who cease to be employees of the
         Company during the Plan year or after the Plan year but prior to the
         date of actual payment will receive no award. Only active employees on
         the date that the bonus is paid will be eligible to receive an award.
         Any exceptions will require the approval of the CEO, or in the case of
         a Named Executive Officer, the Compensation Committee.

      B. In the event that a Participant transfers out of an eligible position
         into an ineligible position within the Company, the employee may be
         eligible for a prorated bonus award based upon the approval of the CEO,
         or in the case of a Named Executive Officer, the Compensation
         Committee.

      C. In all cases awards will be calculated and paid according to the
         provisions in Sections 6 and 7 of this Plan document.

9. ADMINISTRATION

      A. General authority for Plan administration and responsibility for
         ongoing Plan administration will rest with the Compensation Committee
         of the Company's Board of Directors. The Compensation Committee has
         sole authority for decisions regarding interpretation of the terms of
         this Plan.

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      B. The Company reserves the right to amend or change the Plan in whole or
         in part at any time during the Plan year. Amendments to the Plan
         require the approval of the Compensation Committee.

      C. Participation in the Plan does not constitute a contract of employment
         nor a contractual agreement of payment. It shall not affect the right
         of the Company to discharge, transfer, or change the position of a
         Participant. The Plan shall not be construed to limit or prevent the
         Company from adopting or changing, from time to time, any rules,
         standards or procedures affecting the Participant's employment with the
         Company or any Company affiliate, including those which affect bonus
         payouts.

      D. If any provision of this Plan is found to be illegal, invalid or
         unenforceable under present or future laws, that provision shall be
         severed from the Plan. If such a provision is severed, this Plan shall
         be construed and enforced as if the severed provision had never been
         part of it and the remaining provisions of this Plan shall remain in
         full force and effect and shall not be affected by the severed
         provisions or by its severance from this Plan. In place of any severed
         provision there shall be added automatically as part of this Plan a
         provision as similar in terms to the severed provision as may be
         possible and be legal, valid and enforceable.

      E. This is not an ERISA plan. This is a bonus program.

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                                  ATTACHMENT A
                          AWARD CALCULATION GUIDELINES

The following examples are to be used as guidelines in calculating bonus awards
at the end of the 2004 Plan year. Managers should use their discretion in
calculating actual bonus awards and may consider exceptions to the calculations
below when necessary. Any such exceptions must be fully documented and are
subject to review and approval by the Chief Executive Officer, or in the case of
a Named Executive Officer, the Compensation Committee.

<TABLE>
<CAPTION>
                                                                                                                   Target
                                                                                                                   Award
                                                                                                                   -----
<S>                                                                                                               <C>
Full Year Participation
-     September 1 - August 31
-     Target award opportunity:                                              15%
-     Actual base salary received:                                      $75,000
-     Plan target award calculation:                                    $75,000 * 15% =                           $ 11,250

Partial Year Participation
-     February 15 - August 31
-     Target award opportunity:                                              25%
-     Actual base salary received (for partial year employment):        $61,250
-     Plan target award calculation:                                    $61,250 * 25% =                           $ 15,312

Mid-year Promotion
-     March 1 promotion
-     Actual base salary received:                                      $94,000
-     Target award opportunity at beginning of year:                         15%
-     Target award opportunity upon promotion:                               25%
-     Months from September 1 - March 1:                                6 months
-     Months from March 1 - August 31:                                  6 months
-     Weighted average target award calculation:                        ((15% * 6 months) + (25% * 6 months)) /
                                                                        12 months = 20.0%
-     Plan target award calculation:                                    $94,000 * 20.0%                           $ 18,800
</TABLE>