L7 - Motivation & Incentives Flashcards
What according to Cappelli et al (2016) are the three business reasons to drop appraisals of people?
- The return of people development
- The need for agility
- The centrality of teamwork
What does “The return of people development” imply? (Cappelli et al 2016)
Companies that are under competitive pressure to upgrade their knowledge in the field double down on development by putting motivated employees in charge of their own growth. Something that requires frequent informal feedback rather than annual reviews.
What do Cappelli et al (2016) mean by “need for agility”?
When rapid innovation is a source of competitive advantage and future needs are continuously changing one needs to be able to move quickly and easily (agile). Meaning employees goals and tasks can’t be plotted a year in advance.
What do Cappelli et al (2016) mean by “the centrality of teamwork”?
Traditional systems of ranking and appraisal focuses on individual accountability but not on teamwork. By removing these one can enhance performance at team level and help track collaboration which has proven to be more successful.
What does Cappelli et al (2016) describe as the greatest resistance to abandoning appraisals, and why?
HR. Many of the systems that HR has built over the years revolve around the performance ratings. Because of employment laws it’s easier to standardize practices to be able to justify different employment decisions.
What 5 challenges does Cappelli et al (2016) mention when replacing the old performance model with new approaches?
- Aligning individual and company goals
- Rewarding performance
- Identifying poor performers
- Avoiding legal troubles
- Managing the feedback firehose
What 3 psychological needs does Fowler (2014) argue we should focus on instead of Maslows hierarchy of needs?
Autonomy, Relatedness and Competence
What does the need for autonomy mean in Fowler (2014)?
Peoples need to perceive that they have choices, that what they are doing is of their own volition, and that they are the source of their own actions.
What does the need for relatedness mean in Fowler (2014)?
Peoples needs to care about and be cared about by others, to feel connected to others without concerns about ulterior motives, and to feel that they are contributing to something greater than themselves.
What does the need for competence mean in Fowler (2014)?
Peoples need to feel effective at meeting every-day challenges and opportunities, demonstrating skill over time, and feeling a sense of growth and flourishing.
How is Self Determination Theory linked to the three basic psychological needs? (Thibault et al 2018)
According to SDT, whether individuals thrive and experience intrinsic motivation depends on whether the activity that they are pursuing positively contributes to the satis- faction of their three basic psychological needs for competence, autonomy and relatedness.
What connection does Thibault et al’s (2018) study find between reward and the three psychological needs when it comes to employee satisfaction?
That reward satisfaction contributes to fulfillment of the psychological needs for competence, autonomy and relatedness - which in turn matters for employee contribution and loyalty to a workplace.
What is the key takeaway from Thibault et al (2018) regarding rewards?
They should be designed to spark, reinforce and satisfy the basic and universal psychological needs of autonomy, competence and relatedness. (The rewards can be cash or non-cash, tangible or non-tangible, it doesn’t matter)
Fehr et al (2002) discusses the interaction of three important human motives with economic incentives. What three motives?
- the motive to reciprocate
- the desire for social approval
- the desire to work on interesting tasks
What does Fehr et al (2002) mean by reciprocate?
The social interaction of returning what someone else does for you, either kind or hostile. Reciprocity is not driven by the expectation of future material benefits.
