Simon,
Your observations are very interesting, in particular
1. It is impossible to accurately reward people for all the
contributions they make to the organisation, and
2. People trade off direct incenitive (accept flat salary) to have
independence.
You also say:
>I believe that the best way to incentivize people to learn, -snip- is
>within a market-based
>dynamic organizations such as a collapsible corporations in which members
>voluntarily cooperate and collaborate to meet customer requirements. If
>its my customer, as opposed to my company's customer- if they are ringing
>me and not my company- then I am directly motivated and rewarded for
>responding with excellence.
I agree with the last comment - except what about all the people who
provide the support services so those front end people can work
efficiently - what sort of incentive do they get?
Also, has there been any research on the types of incentives that dominate
in the most effective organisations of various types?
Yours
Gray Southon
Gray Southon
Consultant in Health Management Research and Analysis
15 Parthenia St., Caringbah, NSW 2229, Australia
Ph/Fax +61 2 9524 7822, mobile +61 414 295 328
e-mail gsouthon@ozemail.com.au
Web Page: http://www.ozemail.com.au/~gsouthon/
Temporarily: Lecturer in Health Management
University of New England, Armidale, NSW.
--Gray Southon <gsouthon@ozemail.com.au>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>