As responses to deskilling, job enrichment and autonomous working groups have had limited success in remedying problems of absenteeism, high turnover, low productivity and poor profits. Job satisfaction for the individual comes second. They see job enrichment as reaffirming management control - a palliative for an alienated workforce. Scientific management still prevails yet management today is more aware of the need to obtain work-force commitment and trust. Payment Systems .
Pay is as an incentive to participate in the production process.
It also is a control device. Hours, skill, effort and commitment are bought - a significant cost which management must control. Organisations still search for effective means of motivation and control via different payment systems. PBR directly links more pay to increased output subject to quality, wastage rules etc. PBR schemes remain persistent and popular.