On Monday, July 14, 1997 6:20 PM, William J. Hobler, Jr wrote:
> You questioned the value of exploring intrinsic and extrinsic motivation
> as follows
>
> >I do not understand the relevance of the debate about motivation being
> >internal or external. I do not see the relevance to a team leader or
> >manager. What mangers need to know is how to obtain the behavior in the
> >best interest of the organization.
>
> The issue is that organizations need more of the intellect and intuition
> from their workers. Contributions to the success of innovative business
> requires that workers invest more of their selves. How does a manager
> influence people to make this investment? A bonus, or free trip to Hawaii
> or other extrinsic rewards are not effective in these cases.
William,
I flatly disagree. You can no more make this statement:
A bonus, or free trip to Hawaii or other extrinsic rewards are not
effective in these cases.
Than I can make the statement that "A bonus, or free trip to Hawaii, or
other extrinsic rewards are effective in these cases."
WE DO NOT KNOW WHAT IS EFFECTIVE IN THESE CASES UNTIL WE TRY OR WE MEET
THE PERSON WHO HAS ALWAYS WANTED TO GO TO HAWAII!!!
There is an obvious ideal quality to intrinsic motivation, it probably is
self-sustaining, yet it has been proven in real practice by probably
almost every member of this list, that effectiveness can be derived
through extrinsic rewards. I'm not saying it is the right thing to do and
I am not saying that extrinsic rewards always work (especially in the long
term), but if you fail to take advantage of extrinsic motivation IN THE
MEANTIME, you may not be around for the LONG TERM!
I look forward to the Kohn discussion (and going to Hawaii!<g>)
-
mike
quarterback@msn.com
--"Mike Jay" <Quarterback@msn.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>