Pay for performance bonus: Pay for performance bonus is the (financial reward one receives upon the achievement of the targets as set on the pay for performance indicators.

Misfit (interdependence constructs): Misfit is the situation where performance goals and a pay for performance plan (a) create differing types of interdependence (not the same direction), thereby giving mixed signals as to the desired behavior. In addition, (parts of) these signals may conflict with the actual need to cooperate resulting from the level of task interdependence; or (b) create the same type of interdependence, thereby giving consistent signals as to the desired behavior that conflict with the level of task interdependence and the need to cooperate resulting from it.

Goal interdependence: Goal interdependence is the interdependence created by the way in which the attainment of performance goals of team members is related to the attainment of performance goals by other team members. Goal interdependence can vary from negative to positive.

Interdependence Constructs: Interdependence Constructs is the situation where performance goals and a pay for performance plan create the same type of interdependence (i.e., same direction), thereby giving consistent signals as to the desired behavior (cooperation, competition, or individualistic). In this situation, these signals are consistent with the level of task interdependence and the need to cooperate resulting from this: high task interdependence requires cooperative behavior, while low task interdependence requires a mixture of cooperative and individualistic behavior.

Content fit: Content fit is the extent to which goal and pay indicators are related in terms of content, where content is defined as the attribute to which the indicators refer. Content fit can vary from low to high.

Organization: Organization related to business performance - measured as profit or added value. These may be in the form of cash or shares.

Ad hoc teams: Ad hoc teams set up to deal with a problem. They are short lived and operate as a task force.

Project teams: Project teams brought together to complete a task. Once the task is complete, they disband.

Work teams: Self-contained and permanent, delivering output. They focus on achievement of common purpose and are a function of common purpose and are a function of individuals working well.

Organizational teams: A 'top management team', bound together because it contributes to overall objectives.

Traditional Performance Appraisal: Traditional performance appraisal methods involve quantitative tolls to rate employees and are oriented to numerical or scalar ratings.

Employee Appraisal: It is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time).

Ideal Performance Management System: The ideal performance management system is one that energizes the people in an organization to focus effort on improving things that really matter.

Uncovering Purpose: As we release ourselves from the hold of our needs, so we create the opportunity for our sense of purpose to begin to emerge more fully into our lives.

Safety Nets: Mentoring cultures establish safety nets to overcome or avoid potential stumbling blocks and roadblocks with minimum repercussion and risk.