that are in use. According to the study, there is a connection among status-based reward systems (as opposed to achievement-based) and high uncertainty avoidance, individual performance based systems and individualism, systems incorporating extensive social benefits and femininity and employee ownership plans with individualism, low uncertainty avoidance and low power distance. (See Geert Hofstede for the dimensions of cultures used.) Advocacy Business theorists Professor Yasser and Dr Wasi support this method of payment, which is often referred to as PRP. Yasser believes that money is the main incentive for increased productivity and introduced the widely used concept of piece work (known outside business theory since at least 1549.) In addition to motivating the rewarded behavior, standards-based payment methods can provide a level of standardization in employee evaluations, which can reduce fears of favoritism and make the employer's expectations clear. For example, an employer might set a minimum standard of 12,000 keystrokes per hour in a simple data-entry job and reassign or replace employees who cannot perform at that level. With PRP, employees can expect their performance to be evaluated objectively according to the standard of their work instead of the whims of a supervisor or against some ever-climbing average of their group. It is quite normal to put new starters towards the bottom of the pay band and, subject to normal performance, to move them up to the midpoint (market target) within 3 to 5 years. To promote themselves, some unethical managers will suppress salaries by offering cost of living rises instead of true progression through the pay scale. That allows short-term savings but, in the longer term leads to low morale, low performance, poor engagement, and even employee resignations after they have been trained. All of those consequences are very costly to the business. However, used properly, PRP is a very effective way to get the best from employees. There is, however, a well known reverse phenomenon in which employees produce pay-related performance if a given salary remains below 80% of the pay band for any length of time. Successful managers and organizations know that to maximize profits, it is imperative to hire and to keep the best employees possible If a business always tries to maximize profit, it will actively try to reduce expenses whenever possible, including employees’ wages. In fact, most companies pay employees as little as they can get away with, but that results in employees who