Eugene Taurman responded:
"One reason you may be having trouble is that all rewards work to cause
behavior especially please, thank you and well done. The reward itself is
a smaller part of the issue of rewards. The more important part is
rewarding the right behavior and results."
This last statement is in direct contradiction with Alfie Kohn's message.
Eugene is giving his personal view of what is more important regarding
praise.
Kohn says on p. 96:
"We need to look carefully at why we praise, how we praise, and what
effects praise has over time on those receiving it. I distinguish between
various forms of positive feedback: on the one hand, straightforward
information about how well someone has done at a task, or encouragement
that leaves the recipient feeling a sense of self-determination; on the
other hand, verbal rewards that feel controlling, make one dependent on
someone else's approval, and in general prove to be no less destructive
than other extrinsic motivators."
Roxanne Abbas
mailto:rabbas@comp-web.com
http://www.comp-web.com
--Roxanne Abbas <rabbas@comp-web.com>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>