ABSTRACT
In this chapter we discuss problems associated with applying motivational concepts in practice. In particular we will focus on the design and implementation of the Productivity Measurement and Enhancement System (ProMES) (Pritchard, 1990, 1995). The development of valid performance indicators is essential in this system. ProMES has been implemented mainly for work teams on the shopoor level. However, the success of this type of intervention in practice is heavily dependent on the organizational context. The consistency of performance indicators throughout the whole organization turns out to be a condition for successful implementation of ProMES. Performance indicators on the strategic, tactical, and the operational level of the organization refer to different kinds of performance. For example, on the strategic and tactical level, nancial and logistic performance indicators are used. We will go into the issue of how performance indicators from a psychological viewpoint, such as ProMES, can be combined with performance indicators from other viewpoints, e.g., nancial and logistics. We rst will indicate how the underlying motivational concepts of ProMES can be placed in a framework of motivation constructs.
