CORPORATE INCENTIVE COMPENSATION PLAN "A"
                             (SENIOR OFFICERS' PLAN)
 
 
1.       Purpose of the Plan 
 
         Apache Corporation (the "Company") adopts this Corporate Incentive
         Compensation Plan "A" (the "Plan") effective January 1, 1998. The
         purpose of this Plan is to provide incentive to certain senior officers
         of the Company to achieve certain financial and operational objectives
         of the financial plan of the Company. Senior Officers are in a unique
         position to shape the company's strategic direction and to put in place
         the tools -incentives, capital, etc., to support it's development or
         endorse the company's long range strategy, and have the power and
         authority to allocate resources and measure and reward goal
         achievement. The Corporate IC Plan "A" is intended to incentivize
         results that will:
 
         o  Enhance shareholder value,
 
         o  Enhance the Company's financial position, and
 
         o  Create interaction and involvement through the management of the
            Corporate IC Plan "B".
 
2.       Administration
 
         The Plan shall be administered by the Company's Board of Directors (the
         "Board"), except to the extent that the Plan delegates authority to the
         Management Development and Compensation Committee (the "Committee") of
         the Board, and except to the extent that the Board otherwise delegates
         or provides.
 
         The Committee shall administer the Plan and make recommendations to the
         Board concerning selection of employees eligible to participate in the
         Plan (the "Participants") and the funding of the Plan.
 
         All actions, decisions, and determinations of the Committee concerning
         the Plan and its administration shall be subject only to review by the
         Board to the extent the Board deems review appropriate, and shall
         otherwise be final, conclusive and binding upon the Company, its
         shareholders, subsidiaries, affiliates, employees and officers, and
         upon all Participants and all other affected persons.
 
3.       Eligible Participants
 
         The Committee will designate certain senior officers of the Company as
         Participants, but will include the Chairman/CEO and COO/President.
 
 
 
<PAGE>   2
 
 
4.       Assessment
 
         Assessment of the performance of the Participants and subsequent
         recommendations for payment of incentive compensation will rest with
         the Committee. The recommendation will be made to the Board for final
         approval.
         The Committee's assessment will include the following areas:
 
         1.    Comparison of company's performance for one year against that of
               a defined peer group of "tier one independents." (Attachment I)
 
         2.    Assessment of Participant's strategic management as evidenced by
               selection of and achievement of the tasks identified as the
               annual component of the strategic plan.
 
         3.    Other factors, such as participant's individual objectives which
               are deemed by the committee and the Board to bear on the annual
               incentive opportunity for the Participants.
 
         Comprehensive comparative information on defined peer group to be made
available to the Committee by Management.
 
5.       Distribution
 
         Awards under the Plan shall be determined as follows:
 
         a)    Eligible salary equal to 50% of base compensation,
 
         b)    Up to 75% of eligible salary be recommended by achievement as
               reviewed and approved by the Committee, and
 
         c)    Up to 25% of eligible percent of salary be recommended by
               achievement of personal objectives.
 
         Distribution of a Participant's award, if any, shall be made on or
         before 90 days after the end of the Plan year (the "Distribution
         Date".) A portion(s) of the award may be deferred to future years
         dependent upon the payout/funding mechanism as recommended annually by
         the Committee.
 
6.       Miscellaneous Provisions
 
         Neither the Plan nor any action taken hereunder shall be construed as
         giving any Participant any right to be retained in the employ of the
         Company or interfere in any way with the right of the Company to
         determine a Participant's compensation or any other terms of
         employment.
 
         A Participant's rights and interests under this Plan may not be
         assigned, transferred, attached, pledged, mortgaged or hypothecated.
 
         The Company has the right to offset from a Participant's award any
         amounts due from the Participant to the Company.
 
 
 
<PAGE>   3
 
 
         A Participant shall be entitled to an award under the Plan only if the
         Participant is employed by the Company or an affiliated company on the
         Distribution Date for the applicable Plan year. If a Participant dies,
         retires, or suffers a disability after receiving an award allocation,
         but prior to the Distribution Date, special provisions may be granted
         for that Participant by the Committee.
 
         This Plan, in combination with the Corporate Incentive Plan "B",
         supercedes and replaces the Company's Corporate Administrative Group
         Incentive Plan, as amended effective January 1, 1990.
 
7.       Amendment and Termination
 
         The Board, upon recommendation by the Committee, may at any time
         suspend, amend, modify or terminate the Plan; provided that no
         suspension, amendment, modification, or termination shall alter or
         impair any rights or obligations to any award distributed previously
         under the Plan. If this Plan is terminated during any incentive period
         for which Participants have been selected to participate, the Board
         may, in its sole discretion, make provision for payment of awards as it
         deems appropriate.
 
8.       Governing Law
 
         The Plan shall be construed in accordance with and governed by the laws
         of the State of Texas.
 
 
 
<PAGE>   4
 
 
Dated this 16th day of July, 1998.
 
 
 
Attest:
 
/s/ Cheri L. Peper                     /s/ Raymond Plank                   
- -----------------------------------    -----------------------------------------
CORPORATE SECRETARY                    RAYMOND PLANK
                                       CHAIRMAN & CHIEF EXECUTIVE OFFICER
 
 
 
/s/ Cheri L. Peper                     /s/ G. Steven Farris             
- -----------------------------------    -----------------------------------------
CORPORATE SECRETARY                    G. STEVEN FARRIS
                                       PRESIDENT & CHIEF OPERATING OFFICER
 
 
/s/ Cheri L. Peper                     /s/ Daniel L. Schaeffer          
- -----------------------------------    -----------------------------------------
CORPORATE SECRETARY                    DANIEL L. SCHAEFFER
                                       VICE PRESIDENT, HUMAN RESOURCES
 
 
 
<PAGE>   5
 
 
                                                                  ATTACHMENT "I"
 
 
                          LISTING OF PEER COMPANIES FOR
                             COMPARATIVE ASSESSMENT
 
 
 
 
                             NOBLE AFFILIATES, INC.
 
                             VASTAR RESOURCES, INC.
 
                         ANADARKO PETROLEUM CORPORATION
 
                             ENRON OIL & GAS COMPANY
 
                           BURLINGTON RESOURCES, INC.
 
                               ORYX ENERGY COMPANY
 
                                PENNZOIL COMPANY
 
                       UNION PACIFIC RESOURCES GROUP, INC.
</TEXT>
</DOCUMENT>
<DOCUMENT>
<TYPE>EX-10.14
<SEQUENCE>8
<DESCRIPTION>INCENTIVE COMPENSATION PLAN B - STRATEGIC
<TEXT>
 
<PAGE>   1
                                                                   EXHIBIT 10.14
 
 
 
                    CORPORATE INCENTIVE COMPENSATION PLAN "B"
                          (Strategic Objectives Format)
 
 
1.       PURPOSE OF THE PLAN 
 
         Apache Corporation (the "Company") adopts this Corporate Incentive
         Compensation Plan "B" (the "Plan") effective January 1, 1998. The
         purpose of this Plan is to provide incentive to certain officers,
         directors, managers and key personnel to achieve specified strategic
         objectives. The Corporate Incentive Compensation Plan "B" is intended
         to incentivize the accomplishment of specified strategic objectives
         that will:
 
         o Enhance the Company's financial position,
 
         o Create greater interaction and involvement by management, and
 
         o Encourage and develop a longer term strategic perspective.
 
2.       ADMINISTRATION
 
         The Plan shall be administered by the Company's Board of Directors (the
         "Board"), except to the extent that the Plan delegates authority to the
         Management Development and Compensation Committee (the "Committee") of
         the Board, and except to the extent that the Board otherwise delegates
         or provides.
 
         The Committee shall administer the Plan and make recommendations to the
         Board concerning selection of employees eligible to participate in the
         Plan (the "Participants") and the funding of the Plan.
 
         Senior management as designated by the Committee ("Senior Management")
         shall be responsible for the management of the Plan including the
         development and on-going monitoring of the strategic objectives. The
         Committee will review the status of the objectives at their regular
         meetings as appropriate. The Committee's assessment of achievement of
         the objectives shall be made at their first regular meeting of each
         calendar year based on a review by Senior Management.
 
         All actions, decisions, and determinations of the Committee concerning
         the Plan and its administration shall be subject only to review by the
         Board to the extent the Board deems review appropriate, and shall
         otherwise be final, conclusive and binding upon the Company, its
         shareholders, subsidiaries, affiliates, employees and officers, and
         upon all Participants and all other affected persons.
 
3.       ELIGIBLE DEPARTMENTS
 
         The Committee upon recommendation of the Chairman and/or the
         President/COO will designate Participants in the Plan from the
         following listing of departments of the Company (the "Departments").
         The Committee may, as appropriate, add individual departments to or
         remove individual departments from the listing.
 
<PAGE>   2
 
<TABLE>
 
<S>                                 <C>                      <C> 
         Accounting                 Gas Flow                 Legal
         Administrative Services    Human Resources          Public & Int'l. Affairs
         Business Development       Information Technology   Reservoir Engineering
         Corporate Planning         Internal Audit           Technical Services
         Crude Oil Marketing        Investor Relations       Treasury
         Environmental Health       Land Administration      Officers (as specified)
         & Safety
</TABLE>
 
 
4.       PARTICIPATION
 
         The Vice President of each Department will recommend the employees of
         that Department eligible to be Participants in the Plan and the maximum
         percent of each Participant's salary that may be awarded if the Plan is
         funded for that year. The Chairman and/or President/COO shall review
         the Department recommendations and submit the final list of
         Participants and salary allocations to the Committee.
 
5.       CORPORATE AND PERSONAL OBJECTIVES
 
         -CORPORATE OBJECTIVES-
 
         Senior Management shall be responsible for the development and
         administration of the objective listing, although all eligible
         personnel are expected to contribute to the listing and completion of
         the objectives. The listing of the objectives shall be dynamic and
         responsive to changing business conditions. The Company's officers
         shall meet regularly to assess the completeness and appropriateness of
         the current listing and recommend to Senior Management additions,
         deletions or modifications to the listing of objectives.
 
         The objectives shall be annualized for incentive purposes, but be broad
         enough to have potential impact beyond the current year. Each objective
         shall have written, defined, measurable outcomes, timeframes for
         achievement and assigned responsibility. Additionally, objectives shall
         be weighted numerically to designate overall importance and impact in
         corporate achievement.
 
         Each objective shall have a corresponding percent of total weighting,
         based on a maximum percent total equal to 133% (100% goal attainment
         equals maximum 133% pool funding). As the number of objectives and
         numerical weighting totals change during the year, the corresponding
         percent, based on weighting will change.
 
         -PERSONAL GOALS-
 
         Each of the Company's executive officers will establish personal goals
         relating to cost reduction, operational improvements, program or
         project enhancements or other objectively determinable goals that
         support the strategic and financial goals of the Company. Personal
         goals will be approved by the officer's superior.
 
 
<PAGE>   3
 
 
         All non-officer Participants will establish personal objectives each
         year by March 1. All objectives must be agreed upon and approved by the
         Participant, his immediate supervisor and the Department Vice
         President.
 
6.       DISTRIBUTION
 
         Awards under the Plan shall be determined as follows:
 
         Officers as designated by the Committee who are Participants in this
         Plan shall have:
 
         a)       eligible salary equal to 50% of base compensation,
 
         b)       up to 75% of eligible salary be recommended by achievement of
                  corporate objectives as reviewed and approved by the
                  Committee,
 
         c)       up to 25% of eligible percent of salary be recommended by
                  achievement of personal objectives, and
 
         d)       when a Participant demonstrates extraordinary performance
                  contributing directly to the substantial achievement of a
                  corporate objective, the CEO and/or the President/COO may
                  recommend that the Committee approve an award greater than the
                  Participant's allotted maximum.
 
         All non-officer participants shall have:
 
         a)       eligible salary from 10 to 40% of base compensation as
                  recommended by the Department Vice President and approved by
                  the Chairman and/or the President/COO and the Committee
                  (Eligible salary shall be determined by position level in the
                  Company),
 
         b)       up to 50% of eligible percent of salary as recommended by
                  achievement of corporate objectives, as reviewed and approved
                  by the Committee,
 
         c)       up to 50% of eligible percent of salary as recommended by
                  achievement of personal objectives, and
 
         d)       when a Participant demonstrates extraordinary performance
                  contributing directly to the substantial achievement of a
                  corporate objective, the CEO and/or the President/COO may
                  recommend that the Committee approve an award greater than the
                  Participant's allotted maximum.
 
Recommendations concerning achievement of personal goals shall be made by the
Vice President of the Participant's Department after the review with the
Participant and shall be approved by the Chairman and/or the President/COO
within 45 days of the end of the Plan year.
 
 
 
<PAGE>   4
 
 
Distribution of a Participant's award, if any, shall be made on or before 90
days after the end of the Plan year (the "Distribution Date"). A portion(s) of
the award may be deferred to future years, dependent upon the payout/funding
mechanism as recommended annually by the Committee.
 
7.       MISCELLANEOUS PROVISIONS
 
         Neither this Plan nor any action taken hereunder shall be construed as
         giving any Participant any right to be retained in the employ of the
         Company or interfere in any way with the right of the Company to
         determine a Participant's compensation or any other terms of
         employment.
 
         A Participant's rights and interests under this Plan may not be
         assigned, transferred, attached, pledged, mortgaged or hypothecated.
 
         The Company has the right to offset from a Participant's award any
         amounts due from the Participant to the Company.
 
A Participant shall be entitled to an award under the Plan only if the
Participant is employed by the Company or an affiliated company on the
Distribution Date for the applicable Plan year. If a Participant dies, retires,
or suffers a disability after receiving an award allocation, but prior to the
Distribution Date, special provisions may be granted for that Participant by the
Committee.
 
This Plan, in combination with the Corporate Incentive Plan "A", supercedes and
replaces the Company's Corporate Administrative Group Incentive Plan, as amended
effective January 1, 1990.
 
 
8.       AMENDMENT AND TERMINATION
 
         The Board, upon recommendation by the Committee, may at any time
         suspend, amend, modify or terminate the Plan; provided that no
         suspension, amendment, modification, or termination shall alter or
         impair any rights or obligations to any award distributed previously
         under the Plan. If this Plan is terminated during any incentive period
         for which Participants have been selected to participate, the Board
         may, in its sole discretion, make provision for payment of awards as it
         deems appropriate.
 
9.       GOVERNING LAW
 
         The Plan shall be construed in accordance with and governed by the laws
         of the State of Texas.
 
 
 
<PAGE>   5
 
Dated this 16th day of July, 1998.
 
 
 
Attest:
 
/s/ CHERI L. PEPER                          /s/ RAYMOND PLANK      
- -------------------------------             -----------------------------------
Corporate Secretary                         Raymond Plank
                                            Chairman & Chief Executive Officer
 
 
 
/s/ CHERI L. PEPER                          /s/ G. STEVEN FARRIS   
- -------------------------------             -----------------------------------
Corporate Secretary                         G. Steven Farris
                                            President & Chief Operating Officer
 
 
/s/ CHERI L. PEPER                          /s/ DANIEL L. SCHAEFFER
- -------------------------------             -----------------------------------
Corporate Secretary                         Daniel L. Schaeffer
                                            Vice President, Human Resources