Saturday, March 27, 2010
In this day and age many people believe that by giving others a reward, or punishment, that it will give a person an incentive to do a better job on a particular task, or goal. Many people receive a reward in the form of a paycheck which is supposed to a physical manifestation of the time and effort a person has exuded in the work place, usually on a weekly basis. Another incentive that many employees are given is the promise of a promotion if they work an enormous amount of time and produce quality work, as deemed by their boss. Yet, others are satisfied by knowing that they have done their work and have done so efficiently. The idea of rewards and positive reinforcement are very mundane and have plagued the workplace for many years, and many employees are tired of such a system. Some of the goals set by companies make employees roll their eyes because it is usually something generic like "sales number" or "customer retention." Most people employees find this not to be a challenge and they want something to challenge them in many different ways. The book calls this learning goals says it is. "strives to improve creativity and develop skills." This is a better method and works better because employees are challenged to come up with new creative things and allows them to find different ways to attack or deal with a problem. A company should make goals on which the employees agree with and have a part in making or contribute to in some way, in order to reduce the hasty attitude and animosity in the workplace, and to increase excitement; the employees will have a renewed vigor for work because they will be able to offer new ideas, discuss ideas, compare them, and be able to present them to their fellow co-workers.