focus on teamwork. Although not all firms have experienced success with these new changes. When introducing a new practice, it is important to have other practices alongside to increase the chance of success and the outcome. Firms run the risk of not reaching optimal output if they choose not to run all practices. Economists and non-economists acknowledge the important value of complementary practices, human resource practices can be viewed as complements as the more that are implemented, the more effective the other practices become. This is important for when firms consider practices such as teamwork and incentive pay, they would need to consider the value of a set of practices over an individual practice. Studies have shown the effectiveness of adopting a system of complementary practices rather than individual-based practices. Ichniowski, Shaw, and Prennushi (1997) found that steel mills that used a complementary set of practices were substantially more productive compared to their counterparts that used a limited set. Motivation-enhancing HR practices In human resource management, there are two types of practices that organizations use, skill-enhancing practices and motivation-enhancing practices. List of motivation-enhancing practices that are used in human resource: Performance pay vs. fixed pay Performance Pay: Pay based on the performance of the worker. Fixed Pay: Pay that is fixed for all workers. Close supervision vs. freedom and trust Close Supervision: Work is monitored and closely reviewed. Freedom and Trust: Workers are less monitored and have more freedom. Reward seniority vs. reward (comparative) performance Reward Seniority: Benefits for staying with a company in the long-term. Reward Performance: Rewarded on the basis of performance, rather than seniority. Job security (tenure) vs. competitive selection Job Security: Insured a secure long-term job regardless of performance. Competitive Selection: Workers compete for jobs, under-performing workers are likely to be let go and over-achieving workers stay. Intrinsic motivation vs. extrinsic rewards Intrinsic Motivation: Appreciation of the work employees produce, motivation to work harder. Extrinsic Rewards: Monetary rewards for producing high quality work. Benefits and entitlements vs. additional pay Benefits and Entitlements: Compensation in the form of non-monetary payment, e.g., insurance, pension, etc. Additional Pay: Compensation in the form of monetary payment. Skill-enhancing HR practices Staff development programs vs. Peer training Staff development programs: Refers to 'all the policies, practices, and procedures used to develop the knowledge, skills, and competencies of staff to improve the effectiveness and efficiency both of the individual and the company.' Peer