2. Authors who attribute performance problems to lack of “intrinsic motivation”
3. Economists who act as though they are experts in behavior
4. Executives who value their personal experience or opinion over scientific fact
5. Safety managers who think rewards change behavior
6. Anyone who talks an organization into establishing an Employee of the Month program
7. Organizations that moved from Annual to Quarterly Performance Appraisal
8. Non-contingent (not earned by the receiver) bonuses
9. Rewarding employees who “hit the numbers” without knowing how they were attained
10. Promoting the best technician, engineer, or whoever to a supervisory position
11. Coaches who give trophies to everyone
12. Parents who think everything their children do is wonderful
13. Dan Pink and Alfie Kohn
- New Year’s Resolutions: Beware! The origin of New Year’s Resolutions can be linked to...
- Advice: Whether solicited or unsolicited, most of the time it’s worthless We all do it; give advice in an effort to...
- Praising the boss on Boss’s Day? Not so fast. Patricia Bays Haroski who worked for her father in a...
- Driving Me Crazy Yet Again: Valuing personal opinion over scientific fact I thought patience was supposed to come with age. However,...
- Why Some Managers Fail at Getting Effective and Efficient Performance To succeed in business today, everything must constantly be scrutinized....