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We all raise our children with fond hopes that one day, they will become someone great and excel in some field.
Yet, most the common parental strategy is about rewarding desired behavior and reprimanding not so desired behavior. Thus, the child is conditioned for lollipop conditioning and the same philosophy is carried to workplace.While manipulation is somewhat possible strategy, it can become counterproductive in the long run.
Drawing from real life experiences , Dr.Sarma demonstrates that people actually do superior work
when they are not enticed with money. Rewards to change people’s behavior are similarly becoming ineffective in the technology-driven global work culture.Inducements to propel people to superior
performance only makes them lose interest in the task. If an organization relies on heavy incentives, worse things happen and it breeds greediness as it happened with Lehman or Enron.
Rewards can produce same effect as punishment. Both are like weapons of mass destruction. Many managements just don’t seem to know how to create the wow factor though every CEO wants his company to be a Google or Apple. Some of them can’t inherently believe that employees need to be motivated to be engaged.
This is where a deep understanding of the psychology behind rewards can help. Though few would disagree with value of recognition, a mere forty percent of the managers surveyed actually recognize their subordinates frequently and consistently and it just does not occur to open their heart for the remaining sixty percent though they believe in the power of recognition.
It may also be due to the ignorance of not knowing what and how to do.The book provides the Conceptual background and the practical details.This book also explores forms of recognition and harvests the power of positive stroking. Included are the case studies and examples of effective recognition plans.
while detailing best principles and practices, book also provides a definitive overview of the whole process.