Overall, CP plans enhance employees motivation to accomplish goals that math organizational need. More specifically, CP plans have the potential to help people change behavior and improve performance. For example. Assume an organization is trying hard to improve customer satisfaction. Some units in this organization decide to implement a CP plan that award cash to employees who improve their customer satisfaction ratings. By contrast, other unit continue with a traditional pa plan in which there is no clear tie between performance levels and reward. Who do you think will perform better-employees under the CP plan or those under the traditional plan? Well, if all other things are equal, it is likely that employees under the CP plans will improve the service they offer to customers. In face, a review of several studies concluded that using individual pay incentives increased productivity by an average of 30%. Similarly, a study of 21 fast- food franchises showed a 30% increase in average profit and a 19% decrease in the drive-though time as a result of the implementation of a CP plan. These figures, of course, are average, and productivity and profit do not necessarily improve by 30% in every case. Recall our discussion in บท4 regarding the determinant of performance.