Abstract
Hierarchy can be reinvented through a contribution-based “points system,” linked specifically to how each employee impacts the company’s results. This means that anyone can earn more money than their boss and earn equity linked directly to his or her individual and collective contributions. Doesn’t this sound interesting? This is being followed today in an organization that we will go into details shortly, but this comes with a warning. The game work well for a small organization and the individuals have been taught the rules of the game clearly from outset. Replicating this in a larger setup has to be planned differently and with slightly different rules.
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References
Drucker, Peter. Post Capitalist Society. s.l.: HarperBusiness, 1994
Further Reading
Rick Wartzman. Brand Velocity’s Knowledge-Worker Innovation. Bloomberg BusinessWeek. [Online] May 1, 2009. http://www.businessweek.com/managing/content/may2009/ca2009051_721238.htm
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Prakash, E.C., Rao, M. (2015). Gamification in Enterprise: A Case Study. In: Transforming Learning and IT Management through Gamification. International Series on Computer Entertainment and Media Technology. Springer, Cham. https://doi.org/10.1007/978-3-319-18699-3_6
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DOI: https://doi.org/10.1007/978-3-319-18699-3_6
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