The Pros and Cons of Employee Incentive Programs
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It refers to an observation wherein people who perform well in their job gets promoted until eventually, they will reach a stage where they are incompetent for that job.
A study looked at promotions and performance of some 40,000 sales workers across 131 firms.
It showed that the best salespeople as measured by sales revenue are more likely to be promoted (top figure) but their value added as managers actually declines in their sales revenues (bottom figure).
However, If firms promoted workers on the basis of managerial potential rather than current performance, employees may have fewer incentives to work as hard.
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In trying to change a behavior, reason will take you only so far, incentives must be taken into account as well.
In psychology, operant conditioning is a type of learning in whi...
Studies on reinforcement revealed that the best way for us to learn complex behaviors is via continuous reinforcement, in which the desired behavior is rewarded every time it’s performed. Consistency and timing are the keys.
Nonetheless, some argue that intermittent reinforcement is the most efficient way to maintain an already learnt behavior. It consists of giving reinforcement only some of the times that the desired behavior occurs.
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Many managers and leaders focus obsessively on their current jobs. They don't believe they can be successful without that single focus.
However, most realize that to advance your career...
A survey of 122 senior executives from a variety of industries agreed that outside engagements were critical to leadership success now and in the future.
Meaningful engagement should be in activities that expose you to different people, information, and cultures, but is synergistic with your personal interests and your current or future primary work. Think of yourself as having a portfolio where your job is in the middle, the outside activities surround and complement it, and you use what you've learned to advance each sphere.
Although executives face a high demand on their time, private and public sector leaders believe that you can find the time if you make it a priority. (Although you may have to give up some nights or weekends.) Make sure you deliver in your job and for your family, then take on additional responsibilities.
Try to spend 10% to 20% on these "extracurricular" activities. The amount needn't be consistent every week or month.
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Motivation is categorized into two basic types: Extrinsic and intrinsic.
Money as a tool for motivation is limiting at best, and the 'carrot and stick' approach many managers use to motivate employees is will actually achieve the opposite effect of what was intended.
‘If, then’ rewards or conditional rewards are when we promise to give something to an individual when they complete a certain task.
These rewards can have a negative impact on motivation as the employees lose the will to work on that task for the sake of working.
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Creativity is about formulating new original ideas, while innovation is about how those ideas are being incorporated to produce and introduce new, useful, and feas...
Innovation can be achieved by mature, large companies, not only by startups.
While most innovation comes from startup companies, some of the top innovative companies are mature and large (Apple was founded in 1976 and generates $228 billion. Google: 1998, $78 billion, Microsoft: 1975, $87 billion.) The myth acts as a self-fulfilling prophecy and deters large companies from attempting to innovate like startups.
Creativity can be learned and exercised.
It can be affected by your practices, how you expose yourself to old ideas, procrastinate to let them incubate, trigger the combination of those ideas into new ones, and relax to let it happen. Great ideas might feel accidental, but they are not.
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A whole lot of ingredients go into the cauldron of motivation, and each one of us has different personality attributes, requiring a specific and tailored approach. The Myers-Briggs Personality Type...
It enhances and sustains the value of the individual. When managers' motivational strategies do not align with the dominant focus of one employee (prevention or promotion), then it is less likely the individual will achieve one’s goal.
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