Incentive-based compensation plans are one of the most debated topics that organizations have been dealing with for quite some time. Different philosophies, formulas and plans have been used, but ultimately each type of plan has created both unfavorable and optimistic results. The question has always been whether the positives that come from incentive plans are worth the challenges they create. In examining some of the plans that offer individual, team-based, and long-term incentives, they all vary in different ways in which they are applicable, administered, and designed and beneficial to the organization's goals. Individual Plan The Balanced Scorecard plan could be a viable option for an individual plan for a general manager of a restaurant such as Bob Baumhower's Wing's Sports Grille. This position requires the ability to forecast sales, plan labor and productivity, and analyze budgets and its impact on the financial health of the organization. The manager works about 80 hours a week and sometimes feels unappreciated. This type of plan could compensate the CEO for his or her ability to manage and guide the expected behavior of subordinates to achieve his or her goals by creating a set of norms that are consistent and aligned with the company's financial and operational goals. This type of plan places significant emphasis on metrics beyond financial performance metrics to balance expectations for the unit. It also addresses operational performance where leadership would have measurable results; a scorecard could include customer loyalty, employee retention, internal efficiency, and competitive position (Hanks, 2013). The type of plan is good for this position because it not only measures financials... mid-paper... but allows for investment opportunities in the growth of the company from a pre-tax status. Most employees have knowledge in the areas they work in; this can lead to a loyalty problem that can have a negative effect on the success of the company, which depends heavily on consumers shopping there because of the associates' knowledge. Works CitedHanks, R. (2013). The Balanced Scorecard: a practical approach. Retrieved from http://www.mshare.net/research/the_balanced_scorecard_a_practical_approach.phpLowe's Company. (2014). Employee stock purchase plan. Retrieved from https://careers.lowes.com/benefits.aspxMacKechnie, C. (2014). Features of a profit sharing plan. Retrieved from http://smallbusiness.chron.com/characteristics-profit-sharing-plan-3427.htmlMilkovich, G., Newman, J., and Gerhart, B. (2014). Compensation. (11th ed.). New York: McGraw-Hill.