EXHIBIT 10.22

1997 BRUNSWICK PERFORMANCE PLAN
===============================================================================

PURPOSE:         To motivate and reward Senior Executives and other management
                 employees of the Company for the achievement of specified
                 annual financial goals and the enhancement of management talent
                 in the organization.

ELIGIBILITY:     Approximately top 400 managers in the Company.

MAXIMUM
AWARD:           Maximum awards under the Plan range from 30% to 100% of a
                 participant's base salary at the beginning of the performance
                 period depending upon the participant's level of
                 responsibility.

PERFORMANCE
MEASURES:        Established annually by the CEO. Measures and weightings may be
                 modified year to year. Weightings for 1997 are as follows:

                 Groups
                 -------

                .  60%  Division Contribution
                .  20%  Working Capital Turnover
                .  20%  People/Organizational Enhancement

                Division Contribution is defined as operating earnings plus
                other income and expense.

                Working Capital Turnover is defined as:

                                  1997 Net Sales
                -----------------------------------------------------
                1997 Avg. Receivable + Avg. Inventory - Avg. Payables


                The average is to be compiled using a 5 quarter average
                consisting of 1996 year-end actual and each of the quarters in
                1997. 

                Corporate
                ---------
                .  80%  Earnings per share (EPS)
                .  20%  People/Organizational Enhancement
 
RELATIONSHIP
OF PERFORMANCE
TO PAYOUT:                  Performance Level   Payout Level
                            -----------------   ------------
                                   100%             100%
                                    90%              70%
                                    80%              50%
                                    70%              40%
 
1997 BRUNSWICK PERFORMANCE PLAN (cont'd)
================================================================================

PERFORMANCE
TO PAYOUT (cont'd)  Bonuses would not be paid for performance below the 80%
                    level which was less than the prior year's actual reported
                    results, unless part of a budgeted/Board approved target.
                    Performance levels have been established by the CEO and may
                    not be linear relationships to the targets. The payout for
                    performance between levels will be prorated.

PAYOUT FORM:        Payment will be in cash for all participants except those
                    whose maximum award is 100% of base salary. Payment for this
                    group of participants will be 50% cash and 50% stock
                    (deferrable) until mandated stock ownership levels are
                    achieved; thereafter the mix of cash and stock will be at
                    the participant's election.
 
PAYMENT:            Bonus payments will be made after the year-end financial
                    results have been reviewed and certified by Arthur Andersen
                    & Co. Proposed bonus payments to Senior Executives will be
                    reviewed and approved by the Compensation Committee.

WITHHOLDING:        Participants receiving a portion of their bonus payment in
                    stock may elect to pay Federal, state and local withholding
                    tax obligations to the Company in cash or request that the
                    Company withhold a number of shares of common stock equal in
                    value to the withholding tax amount, at the discretion of
                    the Committee.