Monday, November 29, 2010
It's not money.
RSA presented this entertaining video. As the video demonstrates, obviously money can be an incentive, but research (from Carnegie Mellon, University of Chicago, and MIT) shows that money is only an incentive in the short term, and mainly for rudimentary tasks that involve little cognitive effort.
For example, workers performing simple, repetitive tasks will work harder and faster, if money is the prize for top performers.
But workers who rely on critical thinking and creativity to do their jobs actually perform poorer when green carrots are dangled in front of their noses, according to research.
Why is this?
The only way workers can channel the ideas and thought processes that help them accomplish big things - the sort of things that have a true impact in their companies and on society - is by being engaged. And engagement comes from genuine interest in ownership, autonomy, and mastery of a skill.
This engagement is called intrinsic motivation. It exists in all of us, as human beings. If properly harnessed - and this is the true challenge - it is the most powerful incentive available to employers and employees. Intrinsic motivation is HR's utopian dream.
Still, why would money detract from that? Can't employees be simultaneously intrinsically and monetarily motivated?
The video doesn't address that question in depth, but here are our thoughts:
Yes and no. Employees must receive enough money to live comfortably, taking the issue of money off the table. When A) a worker isn't paid enough, or B) money is used to try to control the creative process, money then becomes a distraction from the task at hand. The worker is either A) thinking he must find a different task to pay his bills, or, B) derailed from the most effective incentive - accomplishing the task itself.
Businesses whose models tap into intrinsic motivation quite possibly have the most productive and fulfilled employees.
What motivates you? We'd love to hear your comments.
Wednesday, November 24, 2010
Monday, November 22, 2010
Thursday, November 18, 2010
Monday, November 15, 2010
What are your thoughts? Do you agree that sticking to principles brings about inner confidence? What are some important attributes of a confident employer or employee, in your opinion?
Thursday, November 11, 2010
Wednesday, November 3, 2010
3. If you employ over 200 people, you must auto-enroll your workers in the plan.
4. Fees and penalties are not tax deductible.
5. In addition, insurance benefits must be listed on employees’ W-2 Forms, and you will need to understand complexities such as each employee's entire household income. The new healthcare law is complex, and the burden of compliance and administration falls on the employer.
Monday, November 1, 2010
Whether your company chooses to ignore the coming change, or come up with a strategy to tackle challenges head on, could mean the success or failure of your business. It's the difference between a company that passively lets things happen to it, and one that takes the reins. None of us can perfectly predict the future, but we'd like to start a dialogue around healthcare reform, its financial implications, and how those implications may change your company culture.