Why Most Reward Systems Fail and What to Do About It
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Why Most Reward Systems Fail and What to Do About It
ask: “How will we get others to behave differently (more competitively) than in the past? Are we sure that our people have the incentive to execute the designated activities? Are some important things not getting done because people perceive it is not in their interest to spend time on them?”
David H. Maister • Managing The Professional Service Firm
What about Evolutionary-Teal? It values intrinsic over extrinsic motivators. Once people make enough money to cover their basic needs, what matters more than incentives and bonuses is that work is meaningful and that they can express their talents and callings at work.
Frédéric Laloux • Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness
980s by Richard A. Guzzo, associate professor of psychology at the University of Maryland, College Park, and his colleagues at New York University. The raw numbers seemed to suggest a positive relationship between financial incentives and productivity, but because of the huge variations from one study to another, statistical tests indicated that th... See more
Alfie Kohn • Why Incentive Plans Cannot Work
When employees hear that they’re undergoing an “Agile Transformation,” at least two of those top three motivators are taken away. There is a lack of autonomy (you have to do this thing, you have no choice) and there is a lack of mastery (you’re a beginner again, possibly after a long career). So increasing agility can feel like a big price to pay.
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