I would like to elaborate on this topic.
I was not aware of the research that Boyd quoted. By the way if we look at
this in terms of economical growth it cannot be very important with a USA
economy that is booming and a Japanese that is crashing. besides this we
have the problem of hidden unemployment in Japan and the, according to me,
inhuman culture of handcuffing the employees to the company.
But it is very good to explore suggestion systems, because:
* It provides compensation for the employee and can therefore be
considered as a benefit. Because the company gains by the ideas it is a
cheap benefit for the company and therefore interesting to apply. It adds
to the package of benefits with which we can compete with other companies
in obtaining our staff
* I am not so negative on this economic perspective. Whatever the reason
the employee sees his idea implemented in the company. This is a
metamotivation (Maslow) because 'everybody' agrees this is an improvement.
The nametag will remain for some time to the individual. I have seen this
happen with a customer here in Holland the individual employee became a
kind of hero of the company.
* I think suggestion systems add to company culture. By installing them
you say as employer that you believe that your employees can come up with
better ideas than current practices. You take them serious
* Let us be realistic. We live in a highly competitive society. If we, as
a company want to survive we should explore all ways to become
outstanding. According to me this is a way.
Back to the message of Boyd. The research indicates that just compensation
is not optimal. Has anyone had experience in implementing these systems
with additional gadgets?
Kind regards,
Gijs Houtzagers
Director Human Resources
AllFinance
Hora park 7, 6717 LZ EDE, The Netherlands
P.O. Box 250, 6710 BG EDE, The Netherlands
Telephone 31 (0)318 695382
Fax 31 (0)318 689339
Cellphone 31 (0)6 534 66 816
--"drs G. Houtzagers" <G.Houtzagers@inter.nl.net>
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