Results-oriented organizations have available to them any number of strategies and tactics to link employee contributions to organizational results.  Pay is certainly among these, but not necessarily the most important or powerful factor. 

True or false: if you under-pay someone by 15%, does their performance drop 50%; and if you pay at 100%, does performance go up to 200%? What is the relationship between pay and motivation/contribution? Is it a linear relationship? Or are there complicating factors and quirks of irrational human nature?