tag:blogger.com,1999:blog-3623132.post6431103112594761413..comments2024-03-21T14:54:29.876+05:30Comments on Exploring The Future of Work : Reward or PerformanceGautam Ghoshhttp://www.blogger.com/profile/04691216163099240523noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-3623132.post-20116475647859950912007-11-07T03:21:00.000+05:302007-11-07T03:21:00.000+05:30People will figure a way to do the least amount of...People will figure a way to do the least amount of work for the amount of money that is within their comfort zone. There is a lower AND an upper limit to that zone.<BR/><BR/>It's easy to understand that if a person feels as though they need to make more money, they will change their work behavior (i.e. work harder). However, I also believe that people will work less efficiently if they feel as though they make more than enough to meet their needs, plus some.<BR/><BR/>Within a certain range money is motivating, but there is diminishing return. At some point, more money can actually decrease performance. <BR/><BR/>Example: my 26 year old former co-worker that made $300k one year. The next summer he bought a ski boat and took most afternoons off. There was no compensation/reward that the company could have offered to make him work even more efficiently. The next year he made roughly $200 - back within his comfort zone.Bret Goddardhttps://www.blogger.com/profile/06124761581179903625noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-37205685026970642872007-11-06T17:51:00.000+05:302007-11-06T17:51:00.000+05:30When you hire someone into a role, are you not exp...When you hire someone into a role, are you not expecting them to bring their best everyday? If yes, then how could waving more money in front of their face cause them to be able to perform at a higher level, unless they were not giving their best to begin with?<BR/><BR/>Contrary to popular belief, pay for performance generally causes corruption. Instead, pay for the complexity level of the role upon hiring, manage performance and then give a merit increase based on judged effectiveness (not measured output, as this is not necessarily an accurate reflection of effectiveness).<BR/><BR/>Regards,<BR/><BR/>Michelle Malay CarterAnonymousnoreply@blogger.com