“…For example, the effects of contingent reinforcement have been reported to improve employee quality control (Adam, 1974;Adam & Scott, 1971), increase job attendance (Orpen, 1978), improve waitpersons' sales per table (George & Hopkins, 1989), increase salespersons' selling performance in a department store (Luthans, Paul, & Baker, 1981), and increase client contact hours of clinical therapists (Yates, Yokley, & Thomas, 1994). A recent comprehensive review of the individual-based monetary incentive literature concluded that when reinforcement in the form of pay is contingent upon actual work behaviors, those behaviors do in fact appear to increase, and that the specifics of the contingency arrangement are not as important as the existence of the contingency itself (Bucklin & Dickinson, 2001).…”