One disadvantage for the employee is the risk of losing the bonus of the agreement through objectives if he does not achieve the objective.  Whatever the specific origin of the objective theory, it is clear that American law had generally adopted it in the late nineteenth century. Since then, the theory has been hotly debated among legal experts, and contract specialists often take firm positions, either as “objectivists” or “subjectivists.” In each of these theories, there are variations in the application of a subjective or objective view to contracts. An agreement between the employer and the employee in which periodic objectives relating to each employee are agreed upon with compensation based on the degree to which the objective has been achieved.  Different methods can be used for the evaluation of targets. An effective tool is the Balanced Scorecard. .