EXHIBIT (10j)

LINDSAY MANUFACTURING CO.
MANAGEMENT INCENTIVE PLAN (MIP)
2006 PLAN YEAR

TABLE OF CONTENTS

1. Purpose............................................................. 52

2. Definitions......................................................... 53

3. Effective Date...................................................... 53

4. Eligibility for Participation....................................... 53

5. Enrollment in the Plan.............................................. 53&54

6. Determination of Target Payout Levels............................... 54&55

7. Basis of Awards..................................................... 55&56

8. Changes in Employment Status........................................ 57

9. Administration...................................................... 57

10. Attachment......................................................... 58

1. PURPOSE

The purpose of the Management Incentive Plan (the "Plan") is to:

- Encourage performance consistent with the Company's business
strategy

- Focus on near-term performance results as well as progress
toward the achievement of long-term objectives

- Strengthen the link between performance and pay by
delivering awards based on measurable corporate and
individual goals.

2. DEFINITIONS

The terms used in this Plan have the meanings set forth below.

A. "Company" shall mean Lindsay Manufacturing Co.

B. "Compensation Committee" shall mean the Compensation Committee of
the Company's Board of Directors.

C. "Financial Performance Component" shall mean the portion of a
Participant's Plan award that is based on the Company's and
specific Market financial performance as defined in Section 7B.

D. "Individual Performance Component" shall mean the portion of a
Participant's Plan award that is based on a Participant's
performance relative to individual objectives established in
accordance with Section 7C.

E. "Named Executive Officers" shall mean the executives of the
Company listed in the Executive Compensation section of the
Company's Proxy Statement.

F. "Participant" shall mean a key employee eligible for awards under
the terms outlined in Section 4 of this Plan.

G. "Plan" shall mean Lindsay Manufacturing Co. Management Incentive
Plan.

3. EFFECTIVE DATE

The Plan shall be effective as of September 1, 2005 and will be in
effect for the 2006 bonus year. The 2006 bonus year is defined as
September 1, 2005 through August 31, 2006.

4. ELIGIBILITY FOR PARTICIPATION

A. Participation in the Plan is limited to individuals in positions
which have significant responsibility for and impact on the
Company's corporate performance.

B. Only the Chief Executive Officer and those employees in grades E
through G are eligible to be considered for participation in the
Plan.

C. Participation in the Plan does not guarantee or entitle any
employee to participate in any bonus plan enacted in the future.
Participation in the Plan at any target bonus level does not
guarantee or entitle any employee to be eligible to participate
at any similar target bonus level in any bonus plan which may be
enacted in the future.

5. ENROLLMENT IN THE PLAN

A. Initial Enrollment

At the beginning of the Plan year, each Participant must be enrolled
in the Plan subject to the approvals and eligibility criteria set
forth in Sections 4 and 6. The enrollment process is as follows:

i. Plan Participants will participate in the Plan at the
standard target percent per grade level as listed in Section
6.

ii. The Company's Chief Executive Officer will review the
participant list and projected bonus costs of enrolled
employees with the Compensation Committee. The Compensation
Committee provides final approval on the aggregate potential
cost of the Plan.

B. Mid-year Enrollment

When hiring or promoting employees during the Plan year who may
be eligible for participation in the Plan, the following
procedures must be followed:

i. Prior to the commencement of the recruiting or promotion
process, the hiring manager consults with Human Resources to
determine the position's eligibility for participation in
the Plan and the recommended target bonus amount.

ii. Offer letters indicating bonus Plan participation and target
bonus award opportunities to new hires and/or promoted
employees must be reviewed by the CEO or, in the case of a
Named Executive Officer, by the Compensation Committee.
Target bonus recommendations must be approved before
communication to a prospective Participant. Generally,
employees hired or promoted during the fourth quarter 2006
are not eligible to participate in the 2006 Plan.

6. DETERMINATION OF TARGET PAYOUT LEVELS

A. Incentive awards will be calculated as a percentage of the
Participant's actual base salary received during the Plan year.
While award amounts will vary based on the range of award
opportunity and an assessment of individual performance results,
the target award opportunities for each grade level are shown
below:

Grade Target % of Salary
- ----- ------------------

CEO 60%
G 35%
F 25%
E 15%

i. Actual participation is subject to approval by the CEO, or
in the case of a Named Executive Officer, by the
Compensation Committee. Actual participation is based on an
assessment of the individual's position impact on the
organization.

ii. Standard target percents per grade level should be followed
for all Plan Participants.

B. If a Participant's Plan target award opportunity (Target % of
Salary as set forth above) changes due to promotion into a grade
level with a higher target bonus, the Participant's bonus will be
calculated based on his or her actual salary during the Plan year
and a weighted average bonus percentage. The weighted average
bonus percentage will reflect the portion of the Plan year spent
in each grade level (e.g., seven months at 15% and five months at
25%). In evaluating the performance of Participants who change
positions during the Plan year, consideration will be given to
the length of time and results in each position. Actual award
decisions will be made by the CEO or, in the case of a Named
Executive Officer, by the Compensation Committee. Generally,
fourth quarter promotions will not result in an increase in a
Participant's target award opportunity.

C. Examples of various award calculations are included with this
Plan document as Attachment A.

D. The CEO will review and approve award recommendations for all
employees other than Named Executive Officers prior to payout.
Final approval authority for all payments (except for award
payments to the Named Executive Officers) rests with the CEO.
Individual award payments for all Participants (except the Named
Executive Officers) may be adjusted at any time and for any
reason at the discretion of the CEO.

E. The Compensation Committee will determine the award payments to
the Named Executive Officers.

F. Award payments will be calculated on an annual basis and paid in
accordance with the Company's normal payroll cycle. Payments will
be made during the first quarter following the Plan year. The
payment date may be changed at any time and for any reason at the
discretion of the CEO, or in the case of a Named Executive
Officer, with approval of the Compensation Committee.

7. BASIS OF AWARDS

A. Measurable performance objectives for each Plan Participant will
be established at the beginning of the Plan year (or at mid-year
for mid-year hires or newly eligible employees). In 2006,
consideration will be given to:

i. Financial Performance Component: Company and Market
financial performance vs. Plan performance objectives in
accordance with Section 7B.

ii. Individual Performance Component: Participant's performance
relative to individual goals established in accordance with
Section 7C.

iii. Individual and Financial Performance Components will be
added to reach a Participant's total bonus. The relative
weighting will vary by grade in accordance with the
following schedule:

Financial Individual
Grade Performance Performance
- ----- ----------- -----------

CEO 80% 20%
G 80% 20%
F 65% 35%
E 50% 50%

B. At the beginning of the Plan year, the objectives for the
Financial Performance Component are identified and approved by
the Compensation Committee.

i. Recommended award amounts may range from 0 - 200% of the
Financial Performance Component of the Participant's target
award, based on performance.

ii. Percentages between the threshold, target, and maximum award
will be interpolated.

iii. In the event of an acquisition, revenue and operating income
resulting from the acquisition will be excluded from award
payout calculations, unless

a) the CEO or Compensation Committee suggests a
modification to the objectives under the Financial
Performance Component that would incorporate revenue
and income generated as a result of the acquisition,
and

b) The Compensation Committee approves the modification.

C. The Individual Performance Component will be based on written
objectives set annually for Participants by their supervisors and
approved by the CEO or, in the case of a Named Executive Officer,
by the Compensation Committee. Objectives will be based on the
Participant's position and may be financial, operational or
strategic.

i. Objectives under the Individual Performance Component may be
linked to team-based goals, if appropriate

ii. Examples of appropriate objectives under the Individual
Performance Component include:

- Safety

- Customer Service

- Market Share

- On-time Delivery

- Cost Reduction

- Product Development

iii. Recommended award amounts may range from 0% - 200% of the
target amount under the Individual Performance Component.
Recommended award amounts will be based on an assessment of
the individual's performance relative to objectives
established under the Individual Performance Component, in
accordance with the following guidelines:

Payout
Individual (as % of Target Individual
Performance Performance Component)
- -------------------------------- --------------------------

Does not meet objectives 0%
Meets some objectives 50%
Meets most objectives 75%
Meets all objectives 100%
Exceeds objectives 150%
Significantly exceeds objectives 200%

iv. The "Payout (as % of Target Individual Performance
Component)" represents the payout relative to target award
for the Individual Performance Component of the Plan.

8. CHANGES IN EMPLOYMENT STATUS

A. Under most circumstances, Participants who cease to be employees
of the Company during the Plan year or after the Plan year but
prior to the date of actual payment will receive no award. Only
active employees on the date that the bonus is paid will be
eligible to receive an award. Any exceptions will require the
approval of the CEO, or in the case of a Named Executive Officer,
the Compensation Committee.

B. In the event that a Participant transfers out of an eligible
position into an ineligible position within the Company, the
employee may be eligible for a prorated bonus award based upon
the approval of the CEO, or in the case of a Named Executive
Officer, the Compensation Committee.

C. In all cases awards will be calculated and paid according to the
provisions in Sections 6 and 7 of this Plan document.

9. ADMINISTRATION

A. General authority for Plan administration and responsibility for
ongoing Plan administration will rest with the Compensation
Committee of the Company's Board of Directors. The Compensation
Committee has sole authority for decisions regarding
interpretation of the terms of this Plan.

B. The Company reserves the right to amend or change the Plan in
whole or in part at any time during the Plan year. Amendments to
the Plan require the approval of the Compensation Committee.

C. Participation in the Plan does not constitute a contract of
employment nor a contractual agreement of payment. It shall not
affect the right of the Company to discharge, transfer, or change
the position of a Participant. The Plan shall not be construed to
limit or prevent the Company from adopting or changing, from time
to time, any rules, standards or procedures affecting the
Participant's employment with the Company or any Company
affiliate, including those which affect bonus payouts.

D. If any provision of this Plan is found to be illegal, invalid or
unenforceable under present or future laws, that provision shall
be severed from the Plan. If such a provision is severed, this
Plan shall be construed and enforced as if the severed provision
had never been part of it and the remaining provisions of this
Plan shall remain in full force and effect and shall not be
affected by the severed provisions or by its severance from this
Plan. In place of any severed provision there shall be added
automatically as part of this Plan a provision as similar in
terms to the severed provision as may be possible and be legal,
valid and enforceable.

E. This is not an ERISA plan. This is a bonus program.

ATTACHMENT A
Award Calculation Guidelines

The following examples are to be used as guidelines in calculating bonus awards
at the end of the 2006 Plan year. Managers should use their discretion in
calculating actual bonus awards and may consider exceptions to the calculations
below when necessary. Any such exceptions must be fully documented and are
subject to review and approval by the Chief Executive Officer, or in the case of
a Named Executive Officer, the Compensation Committee.

Target
Award
-------

Full Year Participation

- - September 1 - August 31

- - Target award opportunity: 15%

- - Actual base salary received: $75,000

- - Plan target award calculation: $75,000 * 15% = $11,250

Partial Year Participation

- - February 15- August 31

- - Target award opportunity: 25%

- - Actual base salary received (for partial year employment): $61,250

- - Plan target award calculation: $61,250 * 25% = $15,312

Mid-year Promotion

- - March 1 promotion

- - Actual base salary received: $94,000

- - Target award opportunity at beginning of year: 15%

- - Target award opportunity upon promotion: 25%

- - Months from September 1 - March 1: 6 months

- - Months from March 1 - August 31: 6 months

- - Weighted average target award calculation: ((15% * 6 months) + (25% * 6
months)) / 12 months = 20.0%

- - Plan target award calculation: $94,000 * 20.0% $18,800