{"id":{"repo_id":"vt","oai_identifier":"oai:vtechworks.lib.vt.edu:10919/40839"},"canonical_url":"https://search.dev.ndltd.org/etd/vt/oai:vtechworks.lib.vt.edu:10919/40839","repository":{"repo_id":"vt","name":"Virginia Tech","base_url":"https://vtechworks.lib.vt.edu/oai/request"},"display":{"title":"A formative evaluation of the gainsharing system of a small, public-sector, research & development organization","abstract":"Gainsharing plans have been in existence since the late 1930s when the Scanlon Plan was implemented by Joseph Scanlon at the Empire Steel and Tin Plate Company of Cleveland. Since that first implementation, gainsharing has spread to encompass 15% of American corporations with over 500 employees (N.Y.S.E., 1982 cited in Gowen, 1990). Changemasters, Inc. (CMD) is a small, public-sector, research and development organization. CMI has had a gainsharing system in place since 1987. Over the years CMI's gainsharing system has been altered and modified to incorporate the experiential learnings in the areas of motivation, compensation management, and gainsharing. This study documented the evolution of CMI's gainsharing system and evaluated it to determine whether or not it was meeting the desired goals of the program. The study found the CMI gainsharing plan to be effective at fostering organizational profitability/budgetability, employee retention, quality of work life, morale, information sharing, and organizational reward sharing. Recommendations aimed at enhancing CMI's gainsharing system were also presented.","abstract_html":"Gainsharing plans have been in existence since the late 1930s when the Scanlon Plan was implemented by Joseph Scanlon at the Empire Steel and Tin Plate Company of Cleveland. Since that first implementation, gainsharing has spread to encompass 15% of American corporations with over 500 employees (N.Y.S.E., 1982 cited in Gowen, 1990). Changemasters, Inc. (CMD) is a small, public-sector, research and development organization. CMI has had a gainsharing system in place since 1987. Over the years CMI's gainsharing system has been altered and modified to incorporate the experiential learnings in the areas of motivation, compensation management, and gainsharing. This study documented the evolution of CMI's gainsharing system and evaluated it to determine whether or not it was meeting the desired goals of the program. The study found the CMI gainsharing plan to be effective at fostering organizational profitability/budgetability, employee retention, quality of work life, morale, information sharing, and organizational reward sharing. Recommendations aimed at enhancing CMI's gainsharing system were also presented.","abstract_has_math":false,"creators":["Osmond, Robert"],"institution":"Virginia Tech","degree_name":"Master of Science","degree_level":"masters","degree_discipline":"Industrial and Systems Engineering","degree_department":"Industrial and Systems Engineering","school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":1995,"date_issued":"1995","date_published":"1995","updated_at":"2026-07-22T22:18:58Z","subjects":["rewards","incentives","white collar"],"languages":["en"],"rights":["In Copyright"],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[{"key":"dc:identifier.other","label":"Dc Identifier Other","values":["etd-01312009-063231"],"render_values":[{"text":"etd-01312009-063231","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/10919/40839","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.department","label":"Department","values":["Industrial and Systems Engineering"]},{"key":"dc:creator","label":"Author","values":["Osmond, Robert"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2014-03-14T21:28:03Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2014-03-14T21:28:03Z","2009-01-31"]},{"key":"dc:date.issued","label":"Date","values":["1995"]},{"key":"dc:publisher","label":"Institution","values":["Virginia Tech"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"dc:type.dcmitype","label":"Dc Type Dcmitype","values":["Text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Industrial and Systems Engineering"]},{"key":"thesis:degree_level","label":"Degree Level","values":["masters"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Science"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Virginia Polytechnic Institute and State University"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["rewards","incentives","white collar"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["In Copyright"]},{"key":"dc:rights.uri","label":"Rights URI","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.other","label":"Dc Identifier Other","values":["etd-01312009-063231"]},{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/10919/40839"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Gainsharing plans have been in existence since the late 1930s when the Scanlon Plan was implemented by Joseph Scanlon at the Empire Steel and Tin Plate Company of Cleveland. Since that first implementation, gainsharing has spread to encompass 15% of American corporations with over 500 employees (N.Y.S.E., 1982 cited in Gowen, 1990). Changemasters, Inc. (CMD) is a small, public-sector, research and development organization. CMI has had a gainsharing system in place since 1987. Over the years CMI's gainsharing system has been altered and modified to incorporate the experiential learnings in the areas of motivation, compensation management, and gainsharing. This study documented the evolution of CMI's gainsharing system and evaluated it to determine whether or not it was meeting the desired goals of the program. The study found the CMI gainsharing plan to be effective at fostering organizational profitability/budgetability, employee retention, quality of work life, morale, information sharing, and organizational reward sharing. Recommendations aimed at enhancing CMI's gainsharing system were also presented."]},{"key":"dc:description.degree","label":"Dc Description Degree","values":["Master of Science"]},{"key":"dc:format.medium","label":"Dc Format Medium","values":["BTD"]},{"key":"dc:format.mimetype","label":"Dc Format Mimetype","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["A formative evaluation of the gainsharing system of a small, public-sector, research & development organization"]}]}],"canonical_facts":{"dc:contributor.department":["Industrial and Systems Engineering"],"dc:creator":["Osmond, Robert"],"dc:date.accessioned":["2014-03-14T21:28:03Z"],"dc:date.available":["2014-03-14T21:28:03Z","2009-01-31"],"dc:date.issued":["1995"],"dc:description.abstract":["Gainsharing plans have been in existence since the late 1930s when the Scanlon Plan was implemented by Joseph Scanlon at the Empire Steel and Tin Plate Company of Cleveland. Since that first implementation, gainsharing has spread to encompass 15% of American corporations with over 500 employees (N.Y.S.E., 1982 cited in Gowen, 1990). Changemasters, Inc. (CMD) is a small, public-sector, research and development organization. CMI has had a gainsharing system in place since 1987. Over the years CMI's gainsharing system has been altered and modified to incorporate the experiential learnings in the areas of motivation, compensation management, and gainsharing. This study documented the evolution of CMI's gainsharing system and evaluated it to determine whether or not it was meeting the desired goals of the program. The study found the CMI gainsharing plan to be effective at fostering organizational profitability/budgetability, employee retention, quality of work life, morale, information sharing, and organizational reward sharing. 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