Answers the questons from the "Slade Plating" business case study published by the Harvard Business School Publishing.

Summary: The dishonest behavior that the employees of the plating department are engaged in has no negative effects on the desired output of the department. As a result, the Slade management should not be consumed with addressing this issue and consider it a low priority. However, Ralph Porter must consider why employees are forced to fulfill their basic needs outside procedure and address the flaws of a department policy that rewards attendance and discourages productivity. …

…emphasis on rewarding the output that the company desires. Incentive-based compensation (bonuses) could be applied to periods of higher output in the business cycle. Through bonuses the company has better control of rewarding behaviors that are most consistent with company goals. A change in the compensation arrangement would realign company, group and individual goals and reduce the need for groups and/or individuals to take a vigilante approach in realizing individual and/or company object