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Correct, Lena, but untangling interrelated total reward programs is extremely difficult and often impossible. Folks cling to their assumed rights.

Bureaucrats protect their rice bowls. Managers are reluctant to abandon the compensation tools they have found useful for both power and control. Beneficiaries of rewards assigned by legacy programs are also quite unwilling to passively permit the abandonment of old schemes they liked. They prefer perpetual continuation of their prior bennies and want new ones as well. All past remuneration becomes an entitlement, justified as a foundation for future enhancements... without take-aways.

Since rewards deal with human nature, it is difficult to persuade workers to forget past reinforcement schemes and to focus instead on new, hopefully more effective ones. Determining the value of the new "pie pieces" for any particular workforce will become another tremendous challenge, as well.

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