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Furthermore, other management practices such as symbolic rewards or performance review conversations can alternatively motivate employees. Moreover, when individual performance cannot be assessed objectively, subjective assessments must be used to determine bonuses and these tend to be biased.
An alternative to individual performance bonuses are team bonuses based on the success of a specific team or of the whole organization. While economists have typically feared free-rider problems, there is mounting evidence that team bonuses may work quite well as they raise both incentives and cooperation.
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