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Dr. Scott Jeffrey
- Male
- Waterloo, Ontario Canada
- Canada
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Dr. Scott Jeffrey's Discussions
rewards vs. recognition
5 Replies
Started this discussion. Last reply by Ben Simonton Jun 6.
Dr. Scott Jeffrey's Page
Latest Activity
Users and providers of incentive travel
Perhaps you are right. But then I am unable to dream up any reason I would ever give a subordinate a box of chocolates using company funds. I never did so.
I did once give every person, management and union (over a thousand), a jacket with their ...
Perhaps we have different definitions of rewards. I am not talking about a "do this/get that" system, or large bonuses. Rewards can be something as simple as a box of chocolates.
You wrote - "My belief is however that rewards must eventually (or at least some times) accompany recognition or it becomes "cheap talk"."
I have proven in practice repeatedly that what you believe is not true. That said, compensation should be r...
Users and providers of incentive travel
Absolutely... I force my grad students to read Kohn. I know the work well.
My belief is however that rewards must eventually (or at least some times) accompany recognition or it becomes "cheap talk".
The serious issue on rewards is that their lo...
I recommend that you read the book "Punished by Rewards" by Alfie Kohn. There are serious negatives associated with rewards most of which are not understood by managerment gurus in general.
Far, far better than rewards is to spend lots of time ge...
Users and providers of incentive travel
Hello,
I am the academic coordinator of the The Site Index: The Annual Analysis and Forecast for the Motivational Events Industry.
Our goal is to seat a panel of over 2,000 users and providers of incentive travel. We will be asking them to compl...
At the risk(?) of self-horn-tooting...any of the last 200 or so postings in Culture to Engage.
Tim
Hi,
I am teaching an OB course and looking for a good case study or article on how to get employees committed oops, engaged... :)
Any ideas?
Hi Ana-Maria,
Let me give you my take on it as an academic studying incentives.
To me, this is old wine in a new bottle. The construct of affective commitment really captures what I believe to be the latest "buzz" on engagement.
My understandin...
Comment Wall (4 comments)
- At 10:08am on June 5, 2009,
Lorraine Frias said…
- Well, hello! Thanks for the invite - it's good to see you out here. Am still exploring this micro-network. Any hot tips?
- At 1:45pm on February 13, 2009,
Roy Saunderson said… - Welcome aboard, Scott.
We're getting closer to actually meeting one another.
Roy
- At 9:48am on February 12, 2009,
David Zinger said… - Once again I am glad you joined. We are just over 1 year old as a network and starting to have a rapid growth spurt. Watch for many new developments over this year.
- At 9:21am on February 12, 2009,
David Zinger said…
- Scott:
I am so pleased you joined us and so much welcome a scholar's perspective on incentives and the actual or perceived link to employee engagement. I look forward to reading your perspectives, I appreciate your picture, and let me know how I can be of assistance. I always appreciate another member from Canada.
David
Profile Information
- Who are you?
- I am an assistant professor doing work on tangible incentives and their motivational and relational properties.
- What is your interest or involvement in employee engagement?
- I am a scholar studying tangible incentives
- Where are you located?
- Waterloo Canada
Dr. Scott Jeffrey's Blog
Invitation to have your voice heard...
Hello,
I am the academic coordinator of the The Site Index: The Annual Analysis and Forecast for the Motivational Events Industry.
Our goal is to seat a panel of over 2,000 users and providers of incentive travel. We will be asking them to complete surveys about their use and planned use of incentive travel, as well as exciting new ideas and products from providers.
We could really use your help in getting this viral.
Please point your browser to The S… Continue
I am the academic coordinator of the The Site Index: The Annual Analysis and Forecast for the Motivational Events Industry.
Our goal is to seat a panel of over 2,000 users and providers of incentive travel. We will be asking them to complete surveys about their use and planned use of incentive travel, as well as exciting new ideas and products from providers.
We could really use your help in getting this viral.
Please point your browser to The S… Continue
Posted on June 4, 2009 at 8:09am —
A brief Vita
Education
Academic Employment History
- Ph.D., University of Chicago, Graduate School of Business, August 2003 Managerial and Organizational Behavior
- MBA, Santa Clara University, June 1995.
- B.S.C., Decision and Information Sciences, Santa Clara University, June 1986
Academic Employment History
- Assistant Professor, University of Waterloo, Waterloo, Ontario Canada; Since July 2003
- Lecturer in Behavioral Science a
Posted on February 12, 2009 at 9:30am — 2 Comments
About
Latest Activity
Care for people around you and get to know who they are, what strengths they bring and what's important to them.
Every day do a quick maintenance check. Do people know Why?, How?, When? and What? they are doing and are they free to ask these questions of you?.
Check your own engagement regularly. You need support, recognition and inspiration as much as your employees, in order provide an environment that will engage your people fully.
Engagement is a relationship that requires regular maintenance.
Start from where they are at.
Reach out to their hearts and values. Look beyond the Employee ID number and make a genuine effort to see and hear the person.
Open yourself to influence by others and they will open themselves to your influence.
Don't just listen to your people but also act on what they're telling you.
Only hire people with passion for what they do; create a work environment that fosters and facilitates the expression of that passion and use a communication style that makes it safe to stretch, fail and grow.
Assist each employee to understand the deeper purpose of his or her work - who or what cause is it helping - and why.
Be congruent and transparent, say what you mean and do what you say.
Managers or Supervisors can engage employees by demonstrating little acts of kindness for absolutely no reason at all. eg. Can I help you carry that? Is there anything I can get for you? etc. etc.
Engagement should be treated as newborns! Everyone takes place in the growing process and they should never be left unattended.
For great managers, the path toward engaging employees and keeping them engaged begins with asking them what they want and what is important in order to be effective in their roles.
Involve employees in decisions that will affect them - they may have some great ideas that you haven't thought of and will be more supportive of the final outcome.
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