[Ailist] The Carrot Principle

[Harry Bury]

Dear Colleagues,

Yes this works for people who have affiliation needs and all of us do to some extent. But, many of us are motivated by achievement and power also. So if you believe in AI, invite us to redesign the work so we can meets these needs. Recognition works well with folks with an external locus of control orientatinn,
but for those of us who take responsibility for our own behavior (Internals), we prefer to influence the system and when we experiencing this happening, we work our proverbial buns off!

Warm Regards,

Harry J. Bury
Chair, Doctoral Program in Business Administration (DBA)
Graduate School of Commerce, Burapha University
Silom, Bangkok 10500 Thailand
AND
Professor Emeritus
Baldwin Wallace College
Berea, OH  44017 USA
440-826-2395 Office
440-336-2801 Mobile
Explore Dr. Bury's website http://homepages.bw.edu/~hbury
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From: ailist-bounces at lists.business.utah.edu [ailist-bounces at lists.business.utah.edu] On Behalf Of Michael Holdstock [michael.holdstock at telia.com]
Sent: Saturday, December 01, 2007 3:25 PM
To: ailist at lists.business.utah.edu
Subject: [Ailist] The Carrot Principle

This may be old news, but I am just reading a steel company's information
magazine and they there in a sidebar take up the book "The Carrot Principle"
as follows

Carrots increase profitability:
Want to get more out of your personnel? Commend them for what they do!
Adrian Gostick and Chester Bolton, communication experts from the USA, have
studied managers and employees for ten years and found that the profit in
companies where the personnel got little appreciation for well-executed work
was 2.4 percent compared to 8.7 percent where managers gave lots of credit
to their staff. The book showing their findings, The Carrot Principle, is
available worldwide and can be used as a handbook by managers wanting to
increase profitability in their companies.

(From SSAB "News", nr 3 07
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