managers can rely on the carrot or the stick to reward or punish employees. Unfortunately, most managers do not give a lot of thought about how to reward or punish. In dozens of sessions to develop the administration had paid, I have asked the managers what they use to motivate their employees. Most of the money says. Asked to think deeper about the motives of the employee often realize that they have not really given much thought about what motivates employees, not to mention giving a lot of thought about how the managers as he does it.
few gave much thought to the fact that the error of the reward this kind could in fact have the opposite effect. I share with them the story always representative of the highest sales in large pharmaceutical company where I worked. It was the best the company. Not only did they reward him with bonuses, but they also have many award flights that representatives can win on a quarterly, semester and annual basis. Won virtually all of them! The win trips to exotic and exciting places in cities across the country. I was working at the Center for sales operations at the time. I visited with him to learn more about its success. During our visit I was shocked when he told me how unhappy he was with the company and how he was thinking of leaving!
and soon learned why. He had a large area of land, and was constantly "on the road". He also has several young children. While he realized he had to travel to be successful, and said he did not appreciate the fact that nearly every 3 or 4 months it is expected the company to go at this luxury trips, which took him away from his family even more. He asked: Why can not they just give him the money or give him the prize point, rather than force him away from his family! Management has never considered whether the type of bonuses we offer a really motivate those who received them. The same is true, if not more, when it comes to punishment. When working on difficult to deal with staff case studies, attendance in my leadership development programs usually respond first by simply saying "shoot them." Also talk about and put it on "performance improvement plans," or other types of punishment. Few gave serious thought about the kind of punishment or the manner in which the punishment and whether it has an effect on improving behavior in promoting the desired type of organizational behavior in the future.
At designed to detect examine whether the way managers provide punishment has a positive effect on behavior within organizations, ball, showed Revino Sims that "the punishment could positively impact the behaviors subsequent subordinates (and prevent negative behaviors) If a punishment in a certain way "(1994, p. 314). The researchers found that positive results occurred when the punishment was seen by the employee to be just and "matching the offense" committed by them and "consistent with what others had received" similar violations (p. 315). The researchers also found that the staff felt the punishment was more fair and consistent, and if they have some input in the process (p. 315). The actor in my example above wants input how they were rewarded, employees feel more enthusiastic than punishment if they were involved in the decision-making process with regard to punishment. It may seem unreasonable to engage the employee in this discussion. After all, they are punished. However, the study showed that "people who suffer from a strong belief in a just world and saw punishment as the most constructive and it provides them more control" (p. 316).
Moreover, individuals who see the world as unjust and where they have little control over events "seen as punishment process as less constructive and also provide them with less control, and they saw the punishment imposed as harsher" (p. 316). Through the involvement of the employee in the debate about the causes of punishment and punishment standards manager is said to build an environment that the employee feels free and fair, and where he / she is involved in this process.
implications of this important study. As a reward grants designed to stimulate or encourage positive behavior. The ultimate goal is to change the punishment, or interrupt this negative behavior. Therefore, the Director must consider the results of this study are to be truly effective upon delivery of the punishment. First, it must be seen to punishment as fair and impartial. To be seen as just, there must be consistency in which punishes and reason throughout the organization. Also, it should be proposed punishment in accordance with the sentence contained in the past and is not commensurate with the offense. After that, the employee must feel that his / her some control over what happens to them. Therefore, they must engage in a conversation with regard to procedures and sanctions. Director must take extra time to make sure they "affect the interpretation of the subordinate for the event by highlighting the positive and constructive features that explain clearly and justify the sentence imposed" (p. 316).
This engages employees and helps them to realize that they have control over their future if they change some behaviors. All this helps to ensure that they are punished in a manner improves organizational behavior and citizenship and not be seen as a "big stick" in the hands of tyrannical manager.
References:
Ball, GA, Trevino, LK, The Sims, HP, (1994). Just and unjust punishment: effects on the performance of the subordinate and citizenship. Academy of Management Journal. Vol. 37, No. 2,299 to 322.
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