"I think the main problem with group bonuses is that those who know/think they worked harder will feel treated unfairly."
Individual bonuses, if they befall the wrong individuals or are percieved to be unjust can destroy the will of the entire group or organization. I would claim that for expert organizations the risks of individual rewards outweight any benefits they may have. Group bonuses or company wide profit sharing spread general goodwill. Continuous performance is what counts in the long run. Continuous performers will get their reward in the form of raises or promotion. In theory, at least. Note: I'm from an egalitarian nordic country, culture probably affects my perception.
I'm from Germany and bonuses and wages are something we don't talk about with many people, let alone colleagues. I even had a paragraph in my last working contracts that forbade me to do so.
Individual bonuses, if they befall the wrong individuals or are percieved to be unjust can destroy the will of the entire group or organization. I would claim that for expert organizations the risks of individual rewards outweight any benefits they may have. Group bonuses or company wide profit sharing spread general goodwill. Continuous performance is what counts in the long run. Continuous performers will get their reward in the form of raises or promotion. In theory, at least. Note: I'm from an egalitarian nordic country, culture probably affects my perception.